JOB ANALYSIS
JOB DESIGN AND JOB EVALUATION
INTRODUCTION TO HRM
• Organization is made up of employees and
HRM is means of managing employees and
environment in which they work.
• The prosperity of any organization depends
on employees and their relation within an
organization.
• HRM is most strategic and critical
determinant of growth of a business unit.
• It helps in maintaining cordial labor-
management relationship .
INTRODUCTION TO JOB ANALYSIS
• Job + analysis = Job analysis.
• Job = A paid position of employment, task.
• Analysis = A detailed study/examination.
• Thus, “Job Analysis is a detailed examination
of a paid position of an employment.”
• Job analysis is the sub–field of HRM that
wholly and thoroughly discusses the every
nature, matter, description, specification
relevant to job analysis.
IMPORTANCE OF JOB ANALYSIS
Importance of Job Analysis are given as follows :
• Facilitates Publicity of jobs,
• Facilitates Purposeful interviews,
• Facilitates Appropriate medical examination,
• Facilitates Scientific selection, placement and
orientation,
• Facilitates Scientific promotions and transfers,
• Facilitates Performance Appraisals .
IMPORTANCE OF JOB ANALYSIS
Importance of Job Analysis are given as follows :
• Facilitates manpower training and
development,
• Facilitates redesigning of jobs,
• Facilitates HRP,
• Facilitates job evaluation,
• Facilitates Introduction of
rational wage structure.
METHODS OF JOB ANALYSIS
Diary Interview
Technical
Questionnaire
conference
Observation Checklist
METHODS OF JOB ANALYSIS
Following are the Methods of Job Analysis :
• Diary :In this method the workers are asked
to maintain and keep daily records or list of
activities they are doing on every day.
• Interview :Interview method is a
useful tool of job analysis. It
includes structured Interviews,
unstructured interview,
open-ended questions.
METHODS OF JOB ANALYSIS
Following are the Methods of Job Analysis :
• Questionnaire A questionnaire is a
instrument consisting of a series of
questions for the purpose of gathering
information from respondents.
• Checklists :Checklist is job analysis method
base on an inventory of job
elements. Question about key
responsibility areas; organization;
decision making ;etc.
METHODS OF JOB ANALYSIS
Following are the Methods of Job Analysis :
• Technical conference :. Technical
conference is a useful tool of job analysis
base on Subject Matter Experts (SMEs).
SMEs conduct brainstorming sessions to
identify job elements. SMEs can use all job
analysis methods in here.
• Observations :Method to observe and
record behavior / events / activities /
tasks /duties while something is
happening.
PURPOSE OF JOB ANALYSIS
Purposes of Job Analysis are given as follows :
• Job description & specification,
• Recruitment and Selection,
• Job evaluation,
• Job design,
• Compensation,
• Performance Appraisal,
• Training,
• Compliance with labor law.
INTRODUCTION TO JOB DESIGN
• Job + design = Job design.
• Job = A paid position of employment, task.
• Design = Simplifying the tasks to be
performed.
• Thus, Job Design refers to a simplified and
systematic attempt to organize tasks, duties
and responsibilities into a unit of work in
order to achieve objectives.
FACTORS AFFECTING JOB DESIGN
1. Organizational Factors.
• Characteristics of Task.
• Work flow.
• Ergonomics.
• Work practices.
2. Environmental Factors.
• Employees abilities and availability.
• Social and cultural expectations.
3. Behavioral Factors :
• Feedback .
• Autonomy .
METHODS OF JOB DESIGN
Job simplification
High performance work design
Job rotation
Job enlargement
Job enrichment
Self directed teams
METHODS OF JOB DESIGN
Following are the Methods of Job Analysis :
1. Job simplification : It is a technique where
job is simplified or specialized in an easier
manner.
2. Job rotation : It gives a broader exposure
and enables to understand the working of
different jobs.
3. Job enlargement : Expanding the scope of
the job.
METHODS OF JOB DESIGN
4. Job enrichment : Helps in motivating
employees to take more initiative in the
assigned job.
5. Self directed teams : It is a group of
employees who are responsible for a whole
work process.
6. High performance Work Design : It is a
technique of improving performances of an
employee .
INTRODUCTION TO JOB
EVALUATION
• Job + evaluation = Job evaluation.
• Job = A paid position of employment, task.
• Evaluation = Valuation/Scientific
comparison.
• Thus, Job Evaluation is a process of
systematically determining the relative
worth of jobs to create a job structure for
the organization.
FEATURES OF JOB EVALUATION
• Determines relative worth of jobs in an
organization.
• It is based on analysis of the facts
about a job.
• Helps to bring a balanced wage
structure in an organization.
OBJECTIVES OF JOB EVALUATION
• Making comparative and unbiased study of
different jobs in an organization.
• To establish satisfactory wage and salary
differentials.
• Proper training and selection of employees.
• To establish cordial employee-employer
relationship.
• To determine pay rate for each job.
• To establish a basis of salaries and wages for the
same categories of jobs.
ASPECTS OF JOB EVALUATION
Job Evaluation Assumptions
A measure of job Content has an innate value outside of
external market. content
A measure of relative value. Relevant groups can reach consensus on
relative value
Link with external Job worth cannot be specified without
information. external market .
Measurement device Honing instruments will provide objective
measures
Negotiation Invites participation.
ADVANTAGES OF JOB
EVALUATION
• Making comparative study of different jobs in an
organization.
• To establish satisfactory wage and salary differentials
• To establish cordial employee-employer
relationship.
• To determine pay rate for each job.
• To establish hierarchy of jobs.
• To avoid injustice to employees.
• It removes vague feelings and suspicion of
unfairness.
METHODS OF JOB EVALUATION
Ranking/Grading Factor comparison
method method
The Point Rating
method
METHODS OF JOB EVALUATION
Following are the methods of Job Evaluation :
• Ranking/Grading method : Jobs are arranged in
order of importance .
• Factor Comparison method : Description of
common key factors of different jobs .
• Point Rating method : In this method a series of
rating scales is constructed one for each of the
factors which are important in the work
position .
EFFORTS BY:
RIDDHI P [94]
ASHISH J [ ]
DEVANG K [ ]
POOJA G [ ]
ANIL H [ ]
BHAVIN S [ ]