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Conducting Job Analysis

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Approaches to Job Design

• Work simplification• Job enlargement• Job rotation• Job enrichment• Team-based job design

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JOB ANALYSIS

• Is a formal and detailed examination of the job.

• It is a process of gathering information about a job.

• In other words identification and identifying the required task, the knowledge and the skill necessary to perform the job.

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Steps in Conducting a Job Analysis…

1 - Select the job to be analyzed

2 - Gather info about how the job is done

3 – Prepare job description and specification

4 - Document the job analysis

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What is Analyzed?

• Job Description

• Job specification

• Job Evaluation

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• Job description• Is a written statement of what the job

holder does, how it is done, under what conditions it is done and why it is done.

• Job specification: • summarises the human characteristics

required of a person to do a particular job.• These can be Essential, Desirable and

contra indicators.

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Job Description…

• identification info

• job summary

• duties

• responsibilities

• working conditions

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JOB EVALUATION

• Job evaluation is the process of systematically determining a relative value of jobs in an organisation.

• In all cases the idea is to evaluate the job, not the person doing it.

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Techniques of Job Evaluation

• Job Ranking• is the most simple form. Basically you just order

the jobs according to perceived seniority :• Obtain Job Information• Group Jobs: Factory jobs, clerical jobs etc.• Select compensable factor.• Rank Jobs

• Pair Comparison

• introduces more rigour by comparing jobs in pairs, but really it's a more structured way of building a basic rank order.

• Ex: Sales Clark Cashier store Manager• Sales Clark• Cashier• Store Manager

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• Job Matching• Most widely used method of job evaluation.

• Usually this evaluation will be done with a Point Factor Analysis (PFA) or classification system.

• Ranking of the job is done several times depending upon the no od compensable factors.

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Activity

• Mr rakesh sharma the GM Uniliver asked HR mgr to plot the evaluation criteria for the jobs and the following table was generated:

• Factors Points M value• Education 25 500• Experience 20 600• Initiative 10 50• Effort (mental) 35 30• Effort (physical) 10 20

Based on the above table find the job evaluation of R and D mgr and Strategy Mgr

What is Business Ethics?

Business Ethics

• Derived from the word “ethos” means character.

• The application of general ethical concepts to the unique situations confronted in business. It asks what is right or wrong behavior in business and what principles or rules can be used as guidance in business situations.

Relativism

Egoism

Utilitarianism

Deontologism

TheThe 44 ConceptsConcepts ofof

EthicsEthics

Relativism

• There is no universal standard by which morality can be judged

• What is correct for one society may be wrong for another

• Ethics and morality are relative

Relativism - Problems

• There are no absolutes - murder, slavery, torture

• What is meant by a society?Sub-societies

• Leads to conclusion - each person’s opinion is correct

• Ex: Actions of co’s in case of 1980 recession.

Egoism

• Ethics depends upon your perception of about what is wrong and right.

• Problem - Externalities associated with private actions.

• Ex: Formal Code and Flexi timings

Utilitarianism

• The morality of an action can be determined by its consequences

• An action is ethical if it promotes the greatest good.• Ex: Bond Period / Submission of original docs.

Benefits and Costs of an Action to Whomsoever They Accrue

B1 + B2 + B3 + . .+Bn> C1 + C2 + C3 + . . .+Cn

Then the Action is Ethical

B1 + B2 + B3 + . .+Bn< C1 + C2 + C3 + . . .+Cn

Then the Action is Unethical

Deontologism

• Derived from the Greek word for Duty• Intentions of a businessman should be

correct so as to an ethical work.• Actions are not justified by their

consequences. Factors other than good outcomes determine the rightness of actions

• Ex: Vardhman Steels Employee benefits.

QWL

• The QWL approach considers people as an ‘asset’ to the organization.

• It can be both positive or negative.• Concentrates on employees social and

psychological needs more.

Techniques

• Job Redesign • “wings within’ : By WIPRO

• Empowerment/ Participation .• “Meet the Mind Trees” by Mind Tree Consulting

• Justice at work• Progressive Assessment of Culture and

Environment (PACE ) by Airtel 2 - 23

• Opportunity for development• ‘corporate universities’ by Infosys

• Succession Planning: • Reverse mentoring’ by Mahindra & Co

 • Better Work Schedule

• “Flexi Hours”

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