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To generate and retain right quantity and right quality of contended workforce in order to achieve organizational objectives. Right quantity and quality ± required knowledge, skills and attitudes. Contended work force - satisfied and quite happy
Strategic Goals of HRM To improve employee productivity Employee development To increase Quality of Work Life (QWL) To ensure legal compliance 2 .
To retain procured and developed manpower for the benefit of the organization as well as work force.HRM Objectives To procure required man power in right quality. right quantity at right time. 3 . To utilize procured man power to meet the organizational objectives To develop procured man power in order to meet ever changing demands.
Set of tasks Responsibility . Tasks . 4 .Obligation of performing the entrusted tasks and duties successfully.Smallest elements of the job Duties .Job Design Function of arranging tasks. duties and responsibilities to a organized work in order to achieve predetermined objective.
Reduce employee turnover Many grievances and industrial conflicts Higher absenteeism 5 . productivity. satisfaction.Importance of Job Design Its influence job performance Direct impact on efficiency. health and the development of employees. effectiveness.
Job Design Methods Scientific Technique Job Enlargement Job Enrichment Job Rotation Professional Technique Group Technology 6 .
7 .Job Design Methods Scientific Technique * Objective is to maximize the organizational productivity by improving employee efficiency * Aiming to get maximum output by minimizing Time. Effort and Cost. (TEC) * Specialized jobs with a shorter job cycle time.
through increasing the depth of the job.Job Design Methods Job Enlargement Include more but related duties in addition to current duties to enhance the scope of the job. etc. controlling. Job Enrichment Add more authority and responsibilities to carryout planning. 8 .
Allow employees to enhance their knowledge.Job Design Methods Job Rotation Change jobs in predetermined time periods to gather experience in different but related areas. 9 . skills and better knowledge about the organization by exposing them to different areas.
* Enhance owner ship feeling. * Outcome through a collective effort of the entire group.Job Design Methods Group Technology * Set of employees performing the job. * All the members are mutually benefited. 10 . * More creative results can be expected.
Factors to be Considered in Job Design Efficiency Factors * Division of labour ± Break the jobs in to smallest parts and assign them to different people. 11 .Accept the best method of doing to follow all others after finding the best way of doing the job through work study. * Standardization .
Factors to be Considered in Job Design Efficiency Factors * Specialization ± Employee do only one or few selected jobs Expertise in that particular area only Not possible to survive in different areas 12 .
Factors to be Considered in Job Design Behavioral Factors Skill Variety ± Job requires different skills Task identity ± Number of complete tasks involve Task significance ± How the job influence others work Autonomy ± The degree of independency the employee having 13 .
Feature of Efficiency Elements Greater specialization Less variety Less task identity Low task significance Minimum autonomy 14 .
Features of Be15havioral Elements More variety More task identity High task significance More autonomy More feed back 15 .