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PRESENTED BY: RASHMI YADAV ANKITA SRIVASTAVA NEHA NIHARIKA ASNA AYAZ SEEMA LAMA
JOB ANALYSIS
Job analysis is a systematic investigation of the tasks, duties and responsibilities necessary to do a job. Job analysis is the process of collecting job related information.
Job Duties
Job Tasks
Job responsibilities
Job Analysis
HRP
Selection
T&D
Job Analysis
Performance appraisal
Job design
Placement
Job evaluation
Job specification
Job description
Work Activities: Machines, Tools, Equipments and Work Aids used Personal requirements Job context
The information obtained from job analysis is classified into three categories. Job
description
Job
Job
specification
evaluation
JOB DESCRIPTION
A job description is a written statement of the duties, responsibilities, required qualifications and reporting relationships of a particular job. The job description is based on objective information obtained through job analysis. Job description acts as an important resource for Describing the job to potential candidates Guiding new hired employees in what they are specifically expected to do Providing a point of comparison in appraising whether the actual duties align with the stated duties.
FUNCTIONS: ______________________________________________________ ________________________________________________ DUTIES AND RESPONSIBILITIES: ______________________________________________________ ________________________________________________ JOB CHARACTERISTICS: ______________________________________________________ ________________________________________________
JOB SPECIFICATION
Job specifications specify the minimum acceptable qualifications required by the individual to perform the task efficiently. Based on the information obtained from the job analysis procedures, job specification identifies the qualifications, appropriate skills, knowledge, and abilities and experienced required to perform the job. Job specification is an important tool in the selection process as it keeps the attention of the selector on the necessary qualifications required for that job.
JOB EVALUATION
Job evaluation provides the relative value of each job in the organization. It is an important tool to determine compensation administration.
If an organization is to have an equitable compensation program, jobs that have similar demands on terms of skills, education and other characteristics should be placed in the common compensation groups.
Structured Unstructured
METHODS OF COLLECTION JOB DESCRIPTION DATA Diary/log books Observation Interview Questionnaire:
Structured Unstructured
JOB DESIGN
Job design means to decide the contents of a job. It fixes the duties and responsibilities of the job, the methods of doing the job and the relationships between the job holder (manager) and his superiors, subordinates and colleagues.
JOB SIMPLIFICATIO N
JOB ENLARGEME NT
JOB ROTATION
QWL is a process of work organisations which enables its members at all levels to participate actively and efficiently in shaping the organisations environment, methods and outcomes. It is a value based process, which is aimed towards meeting the twin goals of enhanced effectiveness of the organisation and improved quality of life at work for the employees.
SCOPE OF QWL
Fair and Reasonable pay Favourable and Safer Environments Employment Benefits Job Security Job Satisfaction Provisions of autonomy as well as control for developing human resource Scope for better career opportunities
OBJECTIVE OF QWL
To
attract and retain talents prevent stress integration of work and personallife
To
Effective
Job
Increase
To
Flexibility in work schedules Autonomous Workgroup Job Enrichment Opportunity for Growth Employees participation Suggestion System
THANK YOU.