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„ Ergonomics • • ••  
•   •

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   • Analytical      •

 Job specification  •   •• •   


 

  

 •      • • worker •    • 

 

 Job design • •• •     


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 Job evaluation  •  




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„!      performance appraisal.


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„. Job analysis Performance appraisal
2. Position Personal
3. Dry promotion Job enlargement
. Job description Describe the job
5. Qualitative method Dairy method
6. Quantitative method MPDQ
7. Ranking method Hard to measure the whole job
8. Self directed teams New product or a centre
. Job Impersonal
„. Work flow Organisational factor

 
 
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Õowest grades cover job requiring lowest physical work.
Ans. False

× rading is based on the job as a whole.


× Job grades are arranged in the order of their importance in the form of
a schedule.
× The lowest grade may cover jobs requiring greater physical work under
close supervision, but carrying little responsibility.
× Each succeeding grade reflects a higher level of skill and responsibility,
with less and less supervision.
× Õowest grades cover jobs requiring greater physical work as the
worker here is ensured to do physical activities more than the mental
activities and has less responsibility.
× As the responsibility increases the grades increase.

 
 

 
In job evaluation job holders are ranked, not the job.
Ans. False

× Job holders are rated through performance appraisal.


× Job is rated, keeping in view such factors as responsibility,
qualification, experience and working conditions required for
performance of the job.
× A job is rated before the employee is appointed to occupy it.
× The purpose of performance appraisal is to effect promotion,
offer reward, assess training needs.
× If job holder are ranked than person to person responsibility,
qualification, experience and working condition are also required
for the performance of the job.

 
 

 
5) Movement of employees from one job to another is called as job
rotation.
Ans. True

‰ Job rotation refers to moving employees from job to job


‰ When activity is no longer challenging the employees would be
moved to another job
‰ Employees with a wide range or skills give the management more
flexibility
‰ According to herzberg, job rotation is merely ´substituting zero
for another zeroµ.
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„) Explain the method of job evaluation ?
‰ Non-Analytical method
‰ Ranking Method
‰ Simplest and most Inexpensive
‰ Worth of Job on the basis of title and contents
‰ Job is not broken down in to sub element
‰ Job are compared and placed
‰ Hard to measure whole job
‰ Job- rading / Job-classification method
‰ It is based on Job as whole
‰ There is yard stick in the form of job classes or grades
‰ Analytical method
‰ Point-ranking Method
‰ Starts with selection of job factor, construction of degree, assignment of
points
‰ Different factor are selected for different job
‰ Job is split into a number of factors
‰ Factors comparision method
‰ Begins with the selection of factor
‰ The factor are assume to be constant for all the job comparision
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2) Uses and purpose of job analysis. $

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3) Explain the factors affecting job design.
‰ Organisational Factors
‰ Characteristics of task
‰ Work flow
‰ Ergonomics
‰ Work practices
‰ Environmental Factors
‰ Employee abilities and availabilities
‰ Social and cultural expectations
‰ Behavioural Factors
‰ Feedback
‰ Autonomy
‰ Use of abilities
‰ Variety
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) Explain the quanlitative method of collecting data analysis.

‰ Observation
‰ Interview
‰ Questionnaire
‰ Checklist
‰ Technical conference method
‰ Dairy method