Unit 3 Session 8.pptx

Online MBA Semester I ORGANIZATIONAL BEHAVIOUR & HUMAN RESOURCE MANAGEMENT Course Code - (OMBA-103) Unit 3: Human Resource Management Lesson 18 : JOB ANALYSIS ( Part II) Human Resource Management Job Analysis Learning Objectives: • Job Description • Job Specification • Job Designing Human Resou...

Online MBA Semester I ORGANIZATIONAL BEHAVIOUR & HUMAN RESOURCE MANAGEMENT Course Code - (OMBA-103) Unit 3: Human Resource Management Lesson 18 : JOB ANALYSIS ( Part II) Human Resource Management Job Analysis Learning Objectives: • Job Description • Job Specification • Job Designing Human Resource Management Job Analysis Job Analysis can be classified into two broad categories: 1. Job Description 2. Job Specification. Human Resource Management Job Analysis Job Description Job description contains details of reporting relationships (to whom the job holder reports and who reports to the job holder), a statement of the overall purpose of the job and the list of the main tasks, activities or duties (whichever term is used) that the job holder has to carry out. Human Resource Management Job Analysis Uses of Job Description 1.It helps in the development of job specifications, which are useful in planning, recruitment, and training and in hiring people with required skills. 2.It is useful in providing orientation to new employees towards their basic responsibilities and duties. 3.It is useful in developing performance standard. 4.It can be used for job evaluation, wage and salary administration techniques. Human Resource Management Job Analysis According to Zerga, who analyzed 401 articles on job description about 30 years ago, a job description helps us in: • Job grading and classification • Transfer and promotion • Adjustments of grievances • Defining and outlining promotional steps Human Resource Management Job Analysis • • • • • • • Investigating accidents Maintaining, operating and adjusting machinery Time and motion studies Defining the limits of authority Studies of health and fatigue Providing hiring specifications Providing performance indicators. Human Resource Management Job Analysis Components of Job Description 1.Job Identification or Organizational Position 2.Job Summary 3.Job Duties and Responsibilities 4.Relation to Other Jobs 5.Working Conditions 6.Hazards Human Resource Management Job Analysis Limitations of Job Description Job descriptions are not the perfect reflections of the job. Jobs tend to be dynamic, not static and a job description can quickly get outdated. Human Resource Management Job Analysis Job Specification Job specification tells what kind of person to recruit and for what qualities that person should be tested. Human Resource Management Job Analysis Job specification relates to: • Physical Characteristics • Psychological Characteristics • Personal Characteristics • Responsibilities • Other Features of Demographic Nature Human Resource Management Job Analysis Jobs are important to individuals as well as organisations. Human Resource Management Job Analysis JOB DESIGN It integrates work content (tasks, functions, relationships), the rewards (extrinsic and intrinsic) and the qualification required (skills, knowledge, abilities) for each job in away that meets the needs of employees and the organization. Human Resource Management Job Analysis Two important goals of job design are: 1. To meet the organizational requirements such as higher productivity, operational efficiency, quality of product/service. 2. To satisfy the needs of the individual employees like interests, challenge, achievement or accomplishment. Human Resource Management Job Analysis Job Design Process Job design process has to start from what activity needs to be done in order to achieve organizational goals. It requires the use of techniques like work-study, process planning, organizational methods and organizational analysis. Human Resource Management Job Analysis Job Design Methods Job simplificati on Job rotation Job enlargeme nt Job enrichmen t Human Resource Management Job Analysis To encapsulate, selecting those jobs which permit close relation between motivation and job performance, starting with the assumption that these jobs can be changed brainstorming a list of changes that may enrich the jobs, concentrating on motivational factors such as achievement, responsibility, self-control brings more effectiveness to the HRM practices. Online MBA Semester 1 Managerial Economics (OMBA102) All The Best