Unit iv hrm
-
Upload
sanjay-agal -
Category
Documents
-
view
176 -
download
1
description
Transcript of Unit iv hrm
Unit IV
source : Udaipurstudents.com
Job analysis:- A job may be defined as an assignment of
work calling for a set of duties, responsibilities and conditions that are different from those of other work assignments.
Job analysis is a detailed & systematic study of jobs to know the nature & characteristics of people to be employed for each job
source : Udaipurstudents.com
Includes Job identification Nature of the job Operation involved in doing the job Materials & equipments to be used Personal attributes required to do the job Relation with other jobs
source : Udaipurstudents.com
Objectives of job analysis
Work simplification (work redesign) Establishment of work standards Support of other personnel activities
source : Udaipurstudents.com
Benefits of job analysis
Human resource planning Recruitment selection Placement Training and development Job evaluation Performance appraisal Employee counseling Job design Organizational design Safety and health
source : Udaipurstudents.com
Steps
Organize and plan the program at assign responsibility
Obtain current job design information Conduct need research Establish priorities in job to be analysis Collect job data Redesign the job if necessary
prepare job description and job classification
Develop job specification
source : Udaipurstudents.com
Three types of analysis
Job oriented Worker oriented Combined
source : Udaipurstudents.com
Job description
It is an organized factual statement of job contents in the form of duties and responsibilities of a specific job
Contents Job title Job location Summary Duties to be performed Machine , tool , material Relation to the other job Nature of supervision Working environment source : Udaipurstudents.com
Job specification
It is document which states the minimum acceptable human qualities necessary to perform job properly .
It is a measuring rod of personnel and includes qualities required for acceptable performance of particular job
Age limit Education and qualification Physic and health Appearance Mental abilities Special abilities
source : Udaipurstudents.com
Previous experience Skills and operating special equipment Degree of stability and dependability Maturity Innovation dominance
source : Udaipurstudents.com
Job design Identification of significant job contents Refers to the way tasks are combined to form a
complete job. The process emphasizes the designing &
redesigning of jobs to incorporate factors which lead to the fulfillment of both employee & organization objectives
Integrates work content( tasks, functions, relationships), rewards, qualifications required for each job.
source : Udaipurstudents.com
Purpose of job design
Meet organizational requirements, higher production, operational efficiency
Satisfy needs of individual employees Integrate need of individual with requirement of
organization.
source : Udaipurstudents.com
approaches
Traditional:- Company allocates duties & responsibilities
consistent with human practices and tradition. Advantages:- Simplifies recruitment, selection and determination
of compensation Consistent with employee expectations & formal
training Easier to implement as been acceptable to many
organizationssource : Udaipurstudents.com
Scientific management:-
Attempt is made to simplify and standardize the job in order to make it possible for all employees to meet pre determined level of production.
Has its origin from scientific management Time & motion study Piece work rate system Simplify jobs to economic benefit of organization.
Simplification would result in leading to greater productivity .
source : Udaipurstudents.com
Human relations approach:-
Hawthorne studies identified elements of work environment .
It de-emphasized the technical components of a job & concerned itself with the impact of employee social & psychological needs.
Social interaction of pattern effects productivity.
source : Udaipurstudents.com
Job characteristic approach:-
It focuses on job redesign, work restructuring, job enrichment to improve quality of work life.
3stataes of job holder determine his motivation, satisfaction & performance
There are three key psychological states:- Experienced meaningfulness:- the degree to which job
holder experiences work as important & worth while. Experience responsibility:- Job holder feels personally responsible & accountable. Knowledge of results:- Information about how well he is performing
source : Udaipurstudents.com
Socio technical system approach Jobs are designed taking a systems view of entire job situation, including its physical & social environment.
Elements are :- Job should be reasonably demanding Employees should be able to learn the job They need some minimum area of decision
making that they call their own. They need some minimal degree of social
support & recognition. They need to be able to relate what they do
to their social lifesource : Udaipurstudents.com
Techniques of job design
source : Udaipurstudents.com
Job Design
Job Enrichment
Job Enlargement
Job Rotation
Job Simplification
Job simplification
Job is broken into sub parts, usually consisting of few operations.
Time & motion studies are used for simplification
source : Udaipurstudents.com
Job rotation:-
Practice of shifting people from one job to another within a working group so that there is some variety & relief from the boredom of routine.
Means a lateral transfer. Horizontal rotation
source : Udaipurstudents.com
Advantages of job rotation Excellent means of broadening the work experience of
employees Reduces boredom & monotony, simultaneous
development of new ideas Greater understanding of other activities, people are
ready to assume greater responsibilities. Drawbacks:- Decrease productivity Has limited impact on employee motivation Can de - motivate aggressive & intelligent trainees,
who wish to specialize in specific responsibilities.
source : Udaipurstudents.com
Job enlargement
Means assignment of varied tasks or duties of the jobs of employees on the same level.
Additional tasks or duties do not require new skills but can be performed with same skills & efforts. it is enlargement in the horizontal level / dimension of the job
Monotonous job remains monotonous only a larger scale than before.
Server to increase variety, lengthens work cycle time, increases the knowledge.
source : Udaipurstudents.com
Job enrichment Deliberate upgrading of responsibilities , scope, & challenge in work.
It’s a motivational technique which emphasizes the need for challenging & interesting work.
It implies increasing the contents in the job, or deliberate upgrading of responsibility, scope & challenge in work.
Motivating technique which emphasis the need of challenging & interesting work.
Contains more variety & challenge Offers autonomy & pride. Gains a feeling of higher status influence & power. source : Udaipurstudents.com
Following measure to enrich jobs
Give sufficient freedom to employees in deciding about work methods. Pace & sequence.
Add new tasks. Increase responsibility Encourage participation Provide feedback to employees.
source : Udaipurstudents.com
advantages
Makes work interesting Decrease rate of absenteeism & turnover.
Makes task reinforcement easy & increase skills of workers.
Higher job satisfaction Output improved qualitatively & quantitatively
source : Udaipurstudents.com
limitations Technology may not permit enrichment of all jobs.
Costly process in certain cases Highly skilled professional already contains many challenges.
Not all workers want challenging jobs.
They seem to like job security & pay roll.
May not have the capabilities to meet the challenges.
source : Udaipurstudents.com
Difference between enlargement & enrichment
Nature:- Horizontal loading or
expansion of job. addition of tasks of same nature.
Purpose:- Reduce monotony in
performing certain repetitive tasks by lengthening the cycle of operation.
Need of sills:- May not need any
higher skills.
Improvement of quality of job .involves vertical loading of functions & responsibilities.
Makes job more lively challenging & satisfying.
Satisfies higher level of needs such as ego satisfaction , self achievement,
calls for development & utilization of higher skills, initiative & innovation on the part of job holderssource : Udaipurstudents.com
External direction & control:-
Does not reduce the need of direction & control of supervisor. It may need more supervision.
Needs less of supervision
He utilizes his capabilities & self direction & control.
source : Udaipurstudents.com