2. Job Design, Job Analysis and Job Enrichment Human Resource Management - Session 5 Suhel Khan

3. Aims By the end of the session students will be able to: 1. Understand the role of job design in management 1. Understand the role of job design in management 2. Be able to prepare a job description 3. Be able to apply this to the industry

4. What is Job design? Deciding what you want the post holder to do Deciding what you want the post holder to do Ensuring the job fits with other jobs Ensuring the job fits with other jobs Ensuring the tasks are on similar levels Ensuring the tasks are on similar levels Determining the level of pay Determining the level of pay A component of performance management A component of performance management

5. What is a Job Description? A means to ensure everyone has the same awareness of the job and its requirements A means to ensure everyone has the same awareness of the job and its requirements If you don’t do it, individuals will tend to develop in the way they want too If you don’t do it, individuals will tend to develop in the way they want too It’s a description not a prescription It’s a description not a prescription Recognise the role changes over time Recognise the role changes over time Review at regular intervals Review at regular intervals

6. Write a Job Description List the tasks covered by the job List the tasks covered by the job Identify line relationships Identify line relationships Determine what skills are needs Determine what skills are needs Ensure that the tasks justify the skills Ensure that the tasks justify the skills Two parts task list and person specification Two parts task list and person specification Over to you Over to you

7. How can Job Design Help in the Industry? Provide planned development to support the business Provide planned development to support the business Ensures equity using job evaluation Ensures equity using job evaluation Allows comparisons Allows comparisons Allows flexibility and staff deployment Allows flexibility and staff deployment Manages the process of role development Manages the process of role development Gives everyone the same understanding Gives everyone the same understanding Identifies areas for re-skilling Identifies areas for re-skilling

8. Job Enrichment Jobs naturally change over time Jobs naturally change over time Enrichment can mean greater scope or responsibility Enrichment can mean greater scope or responsibility Can mean using short term projects to help development Can mean using short term projects to help development More reward or status recognising greater contribution More reward or status recognising greater contribution Can be a motivator to the post holder and an incentive to others Can be a motivator to the post holder and an incentive to others

9. Multi-Skilling We all bring a range of skills to a job We all bring a range of skills to a job Some we can use Some we can use Some need to be developed Some need to be developed Some will be inappropriate Some will be inappropriate Over time individuals will need to develop new skills Over time individuals will need to develop new skills Having individuals who can perform a range of tasks gives you flexibility Having individuals who can perform a range of tasks gives you flexibility

10. The Reward Package So how do you determine reward So how do you determine reward Job evaluation assessing against set criteria Job evaluation assessing against set criteria Using existing jobs as comparitors Using existing jobs as comparitors Consider the worth to the organisation Consider the worth to the organisation Pay is only one aspect consider others Pay is only one aspect consider others Leave Leave Pensions Pensions Bonuses Bonuses

11. Objectives of Job Analysis Job Redesign Job Redesign Work Standards Work Standards Recruitment Recruitment Selection Selection Training Training Performance appraisal Performance appraisal Job evaluation Job evaluation Safety Safety

12. Benefits of Job Analysis 1. Organizational Design 1. Organizational Design 2. Human Resource Planning 2. Human Resource Planning 3. Recruitment and Selection 3. Recruitment and Selection 4. Placement and Orientation 4. Placement and Orientation 5. Training and Development 5. Training and Development 6. Performance Appraisal 6. Performance Appraisal 7. Career Path planning 7. Career Path planning 8. Job Design 8. Job Design 9. Job Evaluation 9. Job Evaluation 10 Labour Relation 10 Labour Relation 11. Employee Counselling 11. Employee Counselling 12. Health and Safety 12. Health and Safety

13. The process of Job Analysis 1. Organisational Analysis 1. Organisational Analysis 2. Organising Job Analysis Programme 2. Organising Job Analysis Programme 3. Deciding the uses of Job Analysis Information 3. Deciding the uses of Job Analysis Information 4. Selecting Representative Jobs for analysis 4. Selecting Representative Jobs for analysis 5. Understand Job Design 5. Understand Job Design 6. Collection of Data 6. Collection of Data 7. Developing a Job Description 7. Developing a Job Description 8. Preparing a Job Specification 8. Preparing a Job Specification

14. Techniques of Job Analysis 1. Job Performance 1. Job Performance 2. Personal Observation 2. Personal Observation 3. Interview 3. Interview 4. Questionnaire 4. Questionnaire 5. Critical Incidents 5. Critical Incidents 6. Log Records 6. Log Records

15. Differentiate between Job Description and Job Specification Job Description is a functional description of what the job entails. And define the purpose and scope of a job. It is a written record it contains title, location, duties, responsibilities, working conditions, hazards and relationship with other jobs. Job Description is a functional description of what the job entails. And define the purpose and scope of a job. It is a written record it contains title, location, duties, responsibilities, working conditions, hazards and relationship with other jobs. Job specification is a statement of the minimum acceptable human qualities required for the proper performance of a job. Job specification is a statement of the minimum acceptable human qualities required for the proper performance of a job. It includes physical, mental, social, psychological and behavioral characteristics of a person It includes physical, mental, social, psychological and behavioral characteristics of a person

16. Job Evaluation According to BIM, Job evaluation is “the process of analysis and assessment of jobs to ascertain reliably their relative worth using the assessment as the basis for a balanced wage structure” According to BIM, Job evaluation is “the process of analysis and assessment of jobs to ascertain reliably their relative worth using the assessment as the basis for a balanced wage structure” Job evaluation begins with job analysis and ends up with the classification of jobs according to their worth. A job cannot be evaluated unless and until it is analyzed. Job evaluation begins with job analysis and ends up with the classification of jobs according to their worth. A job cannot be evaluated unless and until it is analyzed.

17. Objectives of Job evaluation 1. To Determine equitable wage differentials between different jobs in the organization 1. To Determine equitable wage differentials between different jobs in the organization 2. To eliminate wage inequities 2. To eliminate wage inequities 3.To develop a consistent wage policy 3.To develop a consistent wage policy 4. To provide a framework for periodic review and revision of wages 4. To provide a framework for periodic review and revision of wages 5. To provide a basis for wage negotiations 5. To provide a basis for wage negotiations 6. To enable management to gauge and control the payroll costs 6. To enable management to gauge and control the payroll costs 7. To minimize wage descriptions on the basis of age, sex, caste, region, religion, creed etc 7. To minimize wage descriptions on the basis of age, sex, caste, region, religion, creed etc

18. Methods of Job Evaluation Job Evaluation can be classified in to two categories Job Evaluation can be classified in to two categories 1. Non-quantitative methods: 1. Non-quantitative methods: a. Ranking or Job Comparison a. Ranking or Job Comparison b. Grading or Job Classification b. Grading or Job Classification 2. Quantitative methods: 2. Quantitative methods: a. Point Rating a. Point Rating B. Factor Comparison B. Factor Comparison

19. Summary Managing jobs in the organisation involves constant review Managing jobs in the organisation involves constant review Jobs evolve as individuals perform them Jobs evolve as individuals perform them Set up mechanisms to ensure the process is managed Set up mechanisms to ensure the process is managed Job design can help steer the organisation towards its corporate goals Job design can help steer the organisation towards its corporate goals