2. 2 - 1 Conducting Job Analysis

3. 2 - 2 Approaches to Job Design Work simplification Job enlargement Job rotation Job enrichment Team-based job design

4. 2 - 3 JOB ANALYSIS Is a formal and detailed examination of the job. It is a process of gathering information about a job. In other words identification and identifying the required task, the knowledge and the skill necessary to perform the job.

5. 2 - 4 Steps in Conducting a Job Analysis… 1 - Select the job to be analyzed 2 - Gather info about how the job is done 3 – Prepare job description and specification 4 - Document the job analysis

6. 2 - 5 What is Analyzed? Job Description Job specification Job Evaluation

7. 2 - 6 Job description Is a written statement of what the job holder does, how it is done, under what conditions it is done and why it is done. Job specification: summarises the human characteristics required of a person to do a particular job. These can be Essential, Desirable and contra indicators.

8. 2 - 7 Job Description… identification info job summary duties responsibilities working conditions

9. 2 - 8 JOB EVALUATION Job evaluation is the process of systematically determining a relative value of jobs in an organisation. In all cases the idea is to evaluate the job, not the person doing it.

10. 2 - 9 Techniques of Job Evaluation Job Ranking is the most simple form. Basically you just order the jobs according to perceived seniority : Obtain Job Information Group Jobs: Factory jobs, clerical jobs etc. Select compensable factor. Rank Jobs

11. Pair Comparison introduces more rigour by comparing jobs in pairs, but really it's a more structured way of building a basic rank order. Ex: Sales Clark Cashier store Manager Sales Clark Cashier Store Manager 2 - 10

12. Job Matching Most widely used method of job evaluation. Usually this evaluation will be done with a Point Factor Analysis (PFA) or classification system. Ranking of the job is done several times depending upon the no od compensable factors. 2 - 11

13. 2 - 12 Activity Mr rakesh sharma the GM Uniliver asked HR mgr to plot the evaluation criteria for the jobs and the following table was generated: Factors Points M value Education 25 500 Experience 20600 Initiative 10 50 Effort (mental) 35 30 Effort (physical) 10 20 Based on the above table find the job evaluation of R and D mgr and Strategy Mgr

14. What is Business Ethics?

15. Business Ethics Derived from the word “ethos” means character. The application of general ethical concepts to the unique situations confronted in business. It asks what is right or wrong behavior in business and what principles or rules can be used as guidance in business situations.

16. Relativism Egoism UtilitarianismDeontologism The 4 Concepts of Ethics

17. Relativism There is no universal standard by which morality can be judged What is correct for one society may be wrong for another Ethics and morality are relative

18. Relativism - Problems There are no absolutes - murder, slavery, torture What is meant by a society? Sub-societies Leads to conclusion - each person’s opinion is correct Ex: Actions of co’s in case of 1980 recession.

19. Egoism Ethics depends upon your perception of about what is wrong and right. Problem - Externalities associated with private actions. Ex: Formal Code and Flexi timings

20. Utilitarianism The morality of an action can be determined by its consequences An action is ethical if it promotes the greatest good. Ex: Bond Period / Submission of original docs.

21. Benefits and Costs of an Action to Whomsoever They Accrue B 1 + B 2 + B 3 +..+B n > C 1 + C 2 + C 3 +...+C n Then the Action is Ethical B 1 + B 2 + B 3 +..+B n < C 1 + C 2 + C 3 +...+C n Then the Action is Unethical

22. Deontologism Derived from the Greek word for Duty Intentions of a businessman should be correct so as to an ethical work. Actions are not justified by their consequences. Factors other than good outcomes determine the rightness of actions Ex: Vardhman Steels Employee benefits.

23. QWL The QWL approach considers people as an ‘asset’ to the organization. It can be both positive or negative. Concentrates on employees social and psychological needs more.

24. Techniques Job Redesign “wings within’ : By WIPRO Empowerment/ Participation. “Meet the Mind Trees” by Mind Tree Consulting Justice at work Progressive Assessment of Culture and Environment (PACE ) by Airtel 2 - 23

25. Opportunity for development ‘corporate universities’ by Infosys Succession Planning: Reverse mentoring’ by Mahindra & Co Better Work Schedule “Flexi Hours” 2 - 24