Purpose of Job

Analysis HRP
HRP Recruitment
and Selection
Job Training and
Development
Description
Job
Job Analysis Job Evaluation
Specificatio Remuneration
n
Performance
Appraisal
Personnel
Information
Safety and
Health

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Methods of Collecting Job Data

Observation Interview Questionnaire Checklist Technical

Conference

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 Job Design
• Job Design means outlining the task,
duties, responsibilities, qualifications,
methods and relationships required to
perform the given set of a job. In other
words, job design encompasses the
components of the task and the
interaction pattern among the
employees, with the intent to satisfy
both the organizational needs and the
social needs of the jobholder.

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 Factors
affecting Job
Design

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Job Design
Approaches

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Job Rotation
•Job rotation is a technique used by some employers to
rotate their employees' assigned jobs throughout their
employment. Employers practice this technique for
several reasons. It was designed to promote flexibility of
employees and to keep employees interested into staying
with the company/organization which employs them.
There is also research that shows how job rotations help
relieve the stress of employees who work in a job that
requires manual labor.
 JOB
ENGINEERING
JOB ENGINEERING FOCUSES ON THE TASKS TO BE
PERFORMED, METHODS TO BE USED, WORKFLOWS
AMONG EMPLOYEES, LAYOUT OF THE WORKPLACE,
PERFORMANCE STANDARDS, AND
INTERDEPENDENCIES AMONG PEOPLE AND
MACHINES. EXPERTS OFTEN EXAMINE THESE JOB
DESIGN FACTORS BY MEANS OF TIME-AND-MOTION
STUDIES, DETERMINING THE TIME REQUIRED TO
DO EACH TASK AND THE MOVEMENTS NEEDED TO
PERFORM IT EFFICIENTLY.
JOB ENLARGEMENT
•Job enlargement refers to the
expansion of the number of different
tasks performed by an employee in a
single job. For example, an auto
mechanic undergoes job enlargement
when he switches from only changing
oil to changing oil, greasing and
changing transmission fluid. Job
enlargement attempts to add
somewhat similar tasks to the existing
job so that it has more variety and be
more interesting

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 Job Enrichment
Job enrichment involves
adding more motivators to a
job to make it more rewarding.
Job becomes enriched when it
gives job-holder more
decision-making, planning and
controlling powers.

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Other Job Dynamics
Job Analysis and
Total Quality Job Analysis and
Management Strategic HRM
(TQM)
A job analyst needs to be proactive in describing jobs.
In other words, an analyst should not only give
descriptions of jobs as they exist in an organisation, he
or she should also describe jobs that will exist in the
Job analysis is inconsistent with TQM. TQM future firms. There is a growing realisation of the need
to match human resource activities with an
expects every employee to do everything, while organisation’s strategic planning. An important part of
job analysis prescribes definite duties and this task is the job analyst’s ability to write job
responsibilities to each employee. specifications that accurately detail the knowledge and
skills that will complement the future strategic
initiatives of the company. In future, job descriptions
will no longer be snapshots of a static entry called a
“job”. Instead, strategic job analysis will have to be
capable of capturing both the present and the future.

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THANK YOU

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