Job is the process of studying and collecting information relating to operations and responsibilities of a specific job. Peer supervisor relationship, need of group work and creation of supportive environment are some key elements of socio-cultural approach of job design. This can be changed with the change in technology as well as advancement in the methods. It involves a which is essential in determining the duties and the nature of the jobs in the organization. You will want to review your findings with the employees who do the job as well as their supervisors and managers to tweak your findings until you have an accurate reflection of the job duties and responsibilities. The allowances and reimbursement are decided to depend on the liabilities and risks of the profession.
Items to be covered often include the purpose of the job analysis, the steps involved, the time schedule, how managers and employees will participate, who is doing the analysis, and whom to contact as questions arise. Job Analysis : Job analysis refers to the process of collecting information about a job. A hard control provides a physical barrier between the person and the hazard. So, this method can be applied only to the interrelated and interdependent jobs. So, jobs become distinct from one another. The relative worth of the job means relative value produced. Also read: Properly designed jobs become scientific for responsibility distribution, skills requirement and inter job relationship.
Properly designed job increases the job satisfaction in employees. Hence observation is efficient in cyclic jobs and when used combined with other methods. Also read: Job design is the basis of motivation to employees. Return is simply a reward for investing as all investing involves some risk. While there is no standard list of factors to be considered for job evaluation, there are some factors that cannot be measured accurately. The following are the benefits of job analysis. Preliminary Stage: This is the stage setting for job evaluation programme.
The following list is not exhaustive. In another words, job enlargement is the horizontal expansion of job. There are different methods or techniques available for job design. So, the overall productivity of organization is expected to be increased. Health and safety :— Most companies prepare their own health and safety, plans and programs based on job analysis. Objectives of Job analysis is a process which determines the duties and skill requirements of a job. Job enrichment method integrates the task or activities vertically.
The dynamic model represents the interaction between these artifacts represented as events, states, and transitions. This means, under this method, jobs are created in such a way that employee should work all the responsibility one after another at certain interval of time. Thus, a job may be defined as a group of positions involving some duties, responsibilities, knowledge and skills. This method is appropriate to the lower level employees. It will never be any good for the organization or the workers. Job analysis is the process of studying and collecting information relating to operations and responsibilities of a specific job. Nowadays, this method is being popular for tele center jobs.
Grading Stage: This is the stage in which different jobs are slotted into the salary structure as designed in the preceding stage 6. Data can be collected either through questionnaire, observation or interviews. This methods provides the opportunity to work in different jobs of similar job description at different working station with different people. Similarly, by identifying jobs and job requirements, employees become aware of their career options and what constitutes a realistic career objective for them in the organisation. In sum, job description is a written statement of what a job holder does, how it is done, and why it is done. Employee job satisfaction and commitment in such case become high.
Class structure leads to the development of class libraries that allow the sharing of models and programming throughout a system. This is a summary of minimum acceptable or desired human qualities at jobs. It helps to find the right man at right job. The relative worth of a job means relative value produced. Nevertheless, different methods of task analysis have indeed followed the paradigm shifts to cognitive psychology and onto constructivism.
Thus, job analysis serves as basis for recruitment and selection of employees in the organisation. Job design is another words, can be defined as the integration of job content and the method of doing the job. Job design is the process of formation of structure to work activities. It states the minimum acceptable qualifications that an incumbent must possess to perform the assigned duty successfully. Because of this, it is important to have written job descriptions that accurately reflect the employees' current job duties and responsibilities.
It provides information relating to activities and duties to be performed in a job. So, job once created may not be effective forever. On the basis of nature, special skills or abilities required to perform the tasks, relation and interdependency with other tasks, complexities etc. Job design, in this way, prepare the job description What to do? It, thus, helps in developing appropriate wage and salary structures. Also read: Quality of work life indicates the state of working condition.