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Presentation On

HRMJob Design & Evaluation

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JOB DESIGNDefinition:

“Job Design involves systematic attempt to organise tasks, duties and responsibilities into a unit of to achieve certain objective”.

The Process of defining how work will be performed and what tasks will be required in a given job.

“ Job Design means the ways that decision makers choose to organise work responsibilities, activities and tasks”.

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Steps involved in Job Designing : What tasks are required to be done or what tasks is part of the job ? How are the tasks performed ? What amount of tasks are required to be done ? What is the sequence of performing these tasks ?

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Job design involves :-- Checking the work overload. Checking upon the work under load. Ensuring tasks are not repetitive in nature. Ensuring that employees do not remain

isolated. Defining working hours clearly. Defining the work process clearly.

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Importance of Job design Provides Job Feedback Allows Adjustments Motivates Employees Improves Performance Emphasises on Employee Training Offers work and rest schedules

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Factors Affecting Job Design:

Organisational Factors

Environmental Factors

Behavioural Factors

1. Task characteristics

1. Employee availability and ability

1. Feedback

2. Process or flow of work in organisation

2. Social and cultural expectations

2. Autonomy

3. Ergonomics 3. Variety4. Work practices

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Scope of Job Design:

Technically feasible jobs Economically

feasible jobs

Behaviourally desirable jobs

the ideal job design

What many workers feel they have

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Issues in Job Design: Telecommuting / work from home Job sharing Flexi-working hours Alternative working pattern Techno stress Task revision

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Job Design Decisions:

Who Mental & physical characteristics

What Tasks to be performed Where Location When Time of the day and how

many hoursWhy Objectives and motivationWho Method of performance

Ultimately Job structure

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Approaches to Job design֍ Engineering Approach F.W.Taylor֍ Human Relations Approach Herzberg

Motivators

Hygienic factors

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֍ Job Characteristics Approach a. Skill variety b. Task identity c. Task Significance d. Autonomy e. Feedback

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Job Design Techniques Job enlargement : Adding more tasks to the job Job rotation : Rotating from one job to another job within an organisation Job enrichment : Making jobs more meaningful and challenging Work / Job simplification Autonomous or Self-Direct teams

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JOB EVALUATIONDefinition: “Job Evaluation is a Systematic and Orderly Process of

determining the worth of a job in relation to other jobs”.

“An effort to determine the relative value of every job in a plant and to determine what the fair basic wages for such a job should be”.

--- Kimball and Kimball

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The process of determining how much a job should be paid, balancing two goals – 1. Internal Equity 2. External Competitiveness

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Objectives of Job Evaluation: Objectives must be clearly formulated Recruitment and selection Remuneration Training & Development Personal Assessment Career counselling and HR Planning Organisational Analysis

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Process of Job Evaluation:Identification of jobs for evaluation

Gathering the Relevant Data

Determination of job ranking

Selection of Benchmark Jobs

Wage & Salary Surveys

Review & Feedback

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Methods of Job Evaluation:

Methods

Non-Analytical Methods

Ranking System

Job Classification

or Grading System

Analytical Methods

Factor Comparison

Method

Point Ranking Method

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Non-Analytical Methods:1. Ranking System: The importance of Order of job

is Judged in terms of duties, responsibilities and demands on the job holder.

For Example......

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2. Job Classification / Grading System: System of job evaluation by which

jobs are classified and grouped according to a series of predetermined wage grades.

For Example...

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Analytical Method:

Factor Comparison / Point Method of Job Evaluation This method is widely used and

considered to be one of the reliable and systematic approach for job evaluation in middle

and large size organisations.

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Importance of Job Evaluation

ɷ Helps in wage and salary fixationɷ Helps in Mitigating Grievancesɷ Helps in Recruitment and Selectionɷ Improves Labour-Management relationsɷ Ensures Fair Distribution of Rewardsɷ Helps in Analysis of Company ɷ Determines the Hierarchy

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Limitations of Job Evaluation

♠ Not a Scientific Technique♠ Unrealistic♠ Organisational limitations♠ Limitations of Evaluator ♠ Nature of job♠ Problems of Adjustment

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Thank You.... Presented by... Sravan Kumar .

D G.MBA