JOB
DESIGN AND ANALYSIS
Define Job
Design and Write its benefit?
First of all a job can be defined as the collection of tasks, duties and
responsibility which are assigned to a individual employees. Job design refers
to the way the tasks are combined to from a complete job. It is the process of
determining specific tasks to be included in a job and the methods of
performing those tasks. It is..........
the process of organizing the tasks and structuring the job in order to improve
organization efficiency and employee job satisfaction. It is concerned with
changing, modifying and enriching job in order to capture the talents of
employees while improving organization performance. It plays the significant
roles in the organization’s performance, a poorly designed job always leads
organization to negative results so the emphasis should be given to the
suitable and good job design which motivates the employee, decrease turnover,
cost and increase productivity.
According
to Mathis and Jackson: “ Job design refers to organizing tasks, duties and
responsibilities into a productive unit of work.”
There are
three objectives of job design they are given below:
1) To meet
the organizational requirement such as higher productivity, operational
efficiency, quality of product, service etc.
2) To
satisfy the needs of the individual employees like interest, challenge,
achievement or accomplishment etc.
3) To
integrate the needs of the individual with the organizational requirements.
(Note:
This should not be include in your answer for the above question.)
Benefits
of Job design:
i)
Performance:
Job design is directly related with the performance of employee. A good job
design is there for providing a better organizational performance with its
employee satisfaction. Specially for motivating employee its plays
significant role.
ii) Job
Satisfaction:
Employee are more satisfied with certain job then randomly arranged. It affect
the.........
satisfaction of employee. Thus it is important to identify
what makes a good job to employee
iii)
Motivation:
Job design benefited organization for the motivation of employee, it leads to
enrich the job to make them interesting and challenging. A perfectly motivated
employee leads to the better performance and satisfaction.
iv) Right
person in right position:
Job design match the characteristics of job with characteristics of people to
fit the job with its capable and competitive employee in order to have better
performance and quality work. If a person does not fit a job, He/she can be
changed or replace by redesigning jobs.
v) Quality
of work life:
Job design has been found to be useful for improving QWL at works. Jobs can be
made more challenging and rewarding by redesigning jobs. This helps employee in
growth and development.
Define job
Analysis with its purpose/ outcomes.
Job analysis is the complete investigation into the activities of the job
within an organization. It is the process of determining the tasks that make up
the job and the skills, abilities and responsibilities that are required of an
individual to successfully accomplish the job. It reports the activities should
be involved in the job and the qualification needed to carry this
responsibilities.
According
to Edwin B. Flippo: “ Job analysis is the process of studying and collecting
information relating to the operational and responsibilities of a specific job.
Purposes
of Job Analysis:
Job
analysis obtains information about jobs, and it uses that information to
develop job description and job specification and to conduct job evaluation. So
the purposes of the job analysis are concluded below:
1) Job
Description:
Job description is the written documents regarding the duties, responsibilities
and accountabilities of a specific job. It provides the actual framework of what
a jobholder does, how it is done and why it is done. It leads to the better
understanding on a specific, regarding the job content, duties, job environment
etc. Generally job description contains job identification( function and
activities) Job summary, relationship, responsibilities and duties, Authority,
Machine equipment and tools to accomplish the job and working condition and
environment.
2) Job
specification:
A job specification is a statement disclosing the minimum acceptable human
qualities necessary to perform a job. It simply analyzed the knowledge, skills
and abilities needed to accomplished the job. It is a profile of human
characteristics. Thus job specification is a written document of qualification,
experience, training, mental abilities, special abilities, communication skills
and emotional characteristics. It describes what the job demand of
employee. Generally the job specification contains qualification and
experience, physical status, psychological characteristics of the employee.
3) Job
Evaluation:
Job evaluation is the process of determining the value of each job in relation
to all jobs within the organization. Job evaluation seeks to rank all the jobs
in organization and place them in hierarchy that will reflect the relative
worth of each job. It has many objectives towards the organization. It is
completely concern with job rather than employee.
Describes
the uses/ Importance of Job Analysis? ( IQ)
The
results derived from job analysis can be used as a foundation and an essential
ingredient for all the functions and areas of human resource management.
i) Human
resource planning:
The information derived from job analysis helps the HR planner to estimate the
HR requirements of an organization. Effective HRP can only take place when job
requirements are taken into consideration.
ii)
Recruitment, Selection and Placement:
The job analysis plays vital role in recruitment, selection and placement of
personnel in an organization. With the job analysis , the description and job
specification provides the foundation for recruitment ,selection and placement.
iii)
Training and development:
The job analysis information helps in determining the content and subject
matter of training and development. Need of training and development are
identified with the help of job description. Training and development program
must bridge the gap between the level at which an employee is today and the
level his job requires him to do at present. This difference can be calculated
through the help of job analysis.
iv)
Performance Appraisal:
The standards of performance for employees can be set on the basis of job
analysis and actual performance can be compared with these standards. It
helps the management in judging the worth of employee objectively. Such
assessment is the basis for awarding promotion effecting transfer or assessing
training needs.
v) Job
evaluation and Compensation:
Job evaluation is the process of determining the value of each job in relation
to all jobs within the organization. It ranks and rates the job. By these
means, a compensation package can be developed for each job, equitable pay
structure can be ensured, and the level of wages within the organization.
vi) Job
redesign:
Job analysis is simply provides the information on the job and the required
qualification to accomplish it. This types of information enable the organization
to redesign jobs to improve the performance of employee.
Job
analysis also plays the vital role for the health, safety of the employee.
Here is the complete notes on Human Resource Management => FOUNDATION OF HUMAN RESOURCES MANAGEMENT COMPLETE NOTES
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