JOB

ANALYSIS
JOB
DESIGN
JOB
EVALUATIO
N

Submitted by
VARMA ANKITA
STUDENT OF
VIDYA VIKAS UNIVERSAL COLLEGE OF BMS &
BMM
STUDING IN T.Y.B.M.S DIV A

*AKNOWLEDEGMENT
I am highly in debited to Prof. NAINA BISHT for
your guidance and constant supervision as well as
for providing necessary information regarding the
project & also for your support in completing the
project
I would like to express my gratitude towards my
parents & my friends for their kind co operation
and encouragement which helps me in completion
this project.

*DECLARATION
I VARMA ANKITA HEREBY DECLARE THAT THIS PROJECT
REPORT ENTITLED
SUBMITTED BY ME UNDER THE
GUIDANC JOB ANALYSIS JOB DESIGN JOB EVALUATION OF
PROF. NAINA BISHT OF VIDYA VIKAS UNIVERSAL COLLEGE
IS MY OWN AND HAS NOT BEEN SUBMITTED TO ANY OTHER
UNIVERSITY OR INSTITUDE OR PUBLISHED EARLIER.

*Index
SR NO.

PARTICULARS

1.

Introduction

2.

Job Analysis

3.

Process of Job Analysis

4.

Methods of Job Analysis

5.

Importance's of Job Analysis

6.

Job Design

7.

Objectives of Job Design

8.

Techniques of Job Design

9.

Job Evaluation

10.

Committee of Job Evaluation

12.

Method of Job Evaluation

13.

Advantages of Job Evaluation

14.

Conclusion

*WHAT IS JOB?

*INTRODUCTION
Job Analysis
Job Analysis is the process of studying and collecting information
relating to the operations and responsibility of a specific job.

Job Design
Job Design involves systematic attempt to organize tasks ,duties and
responsibilities into a unit of work to achieve certain objective.

Job Evaluation
Job Evaluation is a systematic and orderly process of determining
the worth of a job in relation to other jobs.

*Job Analysis
The process of
getting detailed
information
about jobs.

Job
Analysis
Job
Descriptions

Job
Specifications

*PROCESS
JOB DESCRIPTION
Job Identification
Job summary
Job duties and responsibilities
Working conditions
Machines tools and equipment's
Social environment
Supervision
Related to other job.

* JOB SPECIFICATION
Qualifications
Experience
Physical characteristics
Psychological characteristics
Social characteristics

*Methods of collecting
data for Job Analysis
Observa
tion
Job
Analysi
s
Questionnai
res

Intervie
w

*Importance Job Analysis

1.Facilitates proper publicity of job
2.Selection of psychological test
3.Facilitates purposeful interviews
4.Facilitates appropriate medical
examination
5.Facilitates scientific selection
placement and orientation
6.Facilitates scientific promotions and
transfers

*Job Design
The process of defining how work will be performed
and what tasks will be required in a given job.
Factors affecting job designing
Organizational factors
Environmental factors
Behavioral factors

OBJECTIVES OF THE
ORGANIZATION
Greater Job Satisfaction
Increased Performance
Reduced Absenteeism & Turnover
Greater Profitability

Individual Design
Options

Group Design
Options

WORK SIMPLIFICATION

WORK TEAMS

JOB ROTATION
Rotating from job to job
within an organization.

Large task that is completed by

a group of specific task
Assignments.

JOB ENLARGEMENT
Adding more tasks to the
job: Horizontal Loading

JOB ENRICHMENT
Making jobs more
meaningful and
Challenging: Vertical
Loading

Job Design
Techniques

AUTONOMOUS WORK
GROUPS
Work teams are given a goal to
achieve and the control over
its accomplishment.

*Definition of Job Evaluation

The process of determining how much a job should be

paid, balancing two goals

Internal Equity
External Competitiveness

*Job Evaluation Committees

Performs 3 main functions:
*Identifies 10-15 key benchmarks
*Selects some compensable factors
*Evaluate the worth of each job via
one of the methods.

*Methods of

Job Evaluation

Nonquantitative

Ranking or job comparison

Grading or job
classification

Quantitative

Point rating
Factor comparison

anking
The importance of order of job
is judged in terms of duties,
responsibilities and demands on
the job holder.
For example,

Department Manager
Assistant Manager
Supervisor/officer
Team Leader
Clerical Assistant
receptionist

*Job Classification Method

System of job evaluation by which jobs

are classified and

grouped according to a series of predetermined wage
grades.
For example,

Class I

Class II

Class III

Class IV

Executives

Skilled workers

Semiskilled
workers

Semiskilled
workers

Office Manager,
Deputy office
manager,
Departmental
supervisor.

Purchasing
assistant, Cashier,
Receipts clerk.

Machineoperators,
Switchboard
operator.

File clerks, Office

boys.

*Job Evaluation

*Advantages of Job evaluation

Reduction in inequalities in salary
Specialization
Helps in selection of employees
Standardization
Improvement, Selection and promotion procedures

*CONCLUSION
Employee Satisfaction is Organizations Success