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Job Analysis
The job analysis should report the job as it exists at the time
of the analysis, not as it should exist, not as it existed in the
past, and not as it exists in similar establishments.
Job Definition
Job Design
Recruitment
Orientation
Training
Career Counseling
Employee Safety
HR activities
Performance Appraisal,
Career growth
10 Compensation
1.
2.
3.
1.
2.
1.
Observation
2.
Interviews
3.
Questionnaires
4.
Observation
1.
Observation
Motion Study:
Observation
Time Study:
1.
Observation
Work Sampling:
1.
Observation
Interviews
Questionnaires
For new jobs, questionnaire is sent to the supervisor of the new job
3.
Questionnaires
194 descriptors, called job elements, describe the six categories in detail
Using a 5-point scale, one can analyze each description for the degree to
which it applies to the job
It can be used to analyze almost any kind of job, and is relatively easy to
use but very lengthy
Questionnaires
2.
3.
4.
5.
6.
A fundamental distinction must be made between what gets done and what employees do
to get things done
Jobs are performed in relation to data, people, and things
In relation to things, employees draw on physical resources; in relation to data, employees
draw on mental resources; and in relation to people, employees draw from interpersonal
resources
All jobs require employees to related data, things and people to some degree
Although the behavior of employees and their tasks can be described in numerous ways,
only a few distinctive features are involved
The levels of difficulty required in dealing with data, people and things are hierarchical and
can be represented by a scale
2.
Only a single means and source are used for gathering data
3.
4.
5.
6.
Job Design
2.
Job Design
Following have important influences on job design:
Work Flow Analysis: which seeks to ensure that each job in the organization
receives work as an input, adds value to that work, and passes it on to
another worker
Business Strategy and the organizational structure that fits that strategy
2.
3.
Job Design
Job Depth
Job Scope
Automobile
Assembly
Line
Secretarial
Work
Newspaper
Delivery
Advertising
Socio-technical approach
2.
Work Simplification
3.
Job Enlargement
4.
Job Rotation
5.
Job Enrichment
6.
2.
3.
Employees need some minimum decision area that they call their own
4.
5.
Employees need to be able to relate to what they do, and what they
produce to their social lives
6.
Employees need to believe that the job leads to some sort of desirable
future
Human Resource Management by Shah M Saad Husain
Work Simplification
Job Enrichment
This does not alter the work to be done, but its allocation
2.
3.