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7/30/2019 Job Analysis,Design n Evaluation TYBMS
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Job Analysis, Job Design
and Job Evaluation
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Job Analysis
Job analysis is a process of studying and
collecting information relating to operations andresponsibilities of a specific job
The immediate products of this analysis are Job
description and Job specifications
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Job Description
Written narrative describing activities
performed on a job; includes information
about equipment used, working
conditions etc.
Job Specification
Identifies major job responsibilities;
outlines specific KSA, and other physical
and personal characteristics necessary to
perform a job.
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Job description
Job title
Location
Job summary
Duties
Machines, tools etc.
Supervision given or / and received
Working conditions
hazards
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Job specification
Education
Experience
Training
Judgment
Initiative
Physical effort
Communication skills etc.
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Reasons for conducting Job analysis
Staffing
Training and Development
Performance appraisal
Compensation and Benefits
Safety and Health
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Sources of Job data
Non human Sources
Existing Job descriptions and job specifications
Equipment maintenance records
Films of employee workingTraining manuals
Popular literature such as magazines and
newspapers
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Human Sources
Job analyst
Job incumbents
Supervisors
Job experts
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Methods of collecting Job data
Observation
Interview
Questionnaire
Checklist
Technical conference method
Diary method
Position analysis questionnaire
Management position description
questionnaire
Functional job analysis
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JOB DESIGN
Definition
Job design involves systematic attempt toorganize tasks, duties and responsibilities
into a unit of work to achieve certain
objectives.
The process by which managers decide
individual job tasks and authority
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Job design decisions
Where
Geographiclocale
Of the
Organisation;
Location of
Work areas
Who
Mental andPhysical
Characteristics
Of the
Work force.
What
Tasks toBe
Performed.
When
Time ofday
Why
ObjectivesAnd
Motivation
Of
The
Worker.
How
Method ofPerformance
And
Motivation.
UltimateJobstructure
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Individual Job Design Techniques
& Group Job Design Techniques
Techn iques/Approaches to
Job des ign
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WORK SIMPLIFICATION
JOB ROTATION
Rotating from job to job
within an organization.
JOB ENLARGEMENTAdding more tasks to the
job: Horizontal Loading
JOB ENRICHMENT
Making jobs more
meaningful and
Challenging: Vertical
Loading
WORK TEAMS
Large task that is completed by
a group of people
AUTONOMOUS WORKGROUPS/SELF-MANAGED
TEAMS
Work teams are given a goal to
achieve and the control over
its accomplishment.
Job Design
Techniques
Indiv idual Design Options Group Design Opt ions
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CASE
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Employee X Duties and
Responsib i l i t iesBASIC DUTIES Scheduling his sub -
ordinate salesmen for
sales.
Making Reports of Sales
Listening to consumer
responses and feedbacks
and forwarding them to theseniors.
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New Job Designed
Job EnrichmentScheduling his sub-ordinate salesmen
+
Target was given to him with adequate powers to
achieve it
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New Job Des igned
Job Enlargement
Listening to consumer responses and feedbacks andforwarding them to the seniors.
+
Trained to guide and give solutions to unsatisfiedconsumers.
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Factors affecting Job designOrganizational factors
eg.ErgonomicsEnvironmental factors
eg.Employee abilities and
availabilityBehavioural factors
eg.autonomy,variety etc.
An effective job design will satisfy therequirements of the task as well as the
psychological and social needs of the individual.
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Job Evaluation
Definition
Job evaluation is a process of analysis and
assessment of jobs to ascertain reliably their
relative worth ,using assessment as a basis
for a balanced wage structure
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Methods of Job evaluation
Non-quantitative method
Ranking method/job comparison method
Grading Method/job classification method
Quantitative method
Point rating method
Factor comparison method
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Process of Job evaluation
Gaining acceptance
Creating job evaluation committee
Finding jobs to be evaluated
Analyzing and preparing job description
Selecting method of evaluation
Classifying jobs
Installing programsPeriodical review