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


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


Objectives of job analysis

Work simplification (work redesign) Establishment of work standards Support of other personnel activities


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


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


Three types of analysis

Job oriented Worker oriented Combined


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


Previous experience Skills and operating special equipment Degree of stability and dependability Maturity Innovation dominance


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.


Purpose of job design

Meet organizational requirements, higher production, operational efficiency

Satisfy needs of individual employees Integrate need of individual with requirement of

organization.


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 .


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.


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


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


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


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


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.


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.


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.


advantages

Makes work interesting Decrease rate of absenteeism & turnover.

Makes task reinforcement easy & increase skills of workers.

Higher job satisfaction Output improved qualitatively & quantitatively


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.


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.


unit iv hrm

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