Identify all the main issues which need to be addressed. Focus on matters of strategic importance. What are requirements and how will they be met? What will be the likely length of the plan and its structure?
In general, the more difficult the job, the more is its worth. The more scarce the labour supply and higher the demand, the more a job is worth.
The more skill, education and responsibility required in a job, the more is its worth. These generalisations usually hold true for most jobs and serve as indicators of what the level of payment should be, but they are so general that they are of little use in translating specific jobs into rates of monetary compensation.
There are four types of job evaluation methods: There can be divided into two categories: The first category covers the simple methods which apparently make no use of detailed job factors. But they remain in the minds of the evaluators and thus affect the results.
The job is treated as a whole, and job descriptions rather than job specifications are often utilised. But the methods under the second category use a detailed approach.
Job factors are selected and measured and job specifications are definitely given consideration. Now we shall discuss these methods: The job ranking method is the simplest of all the methods. A committee of several executives is constituted which evaluates the job descriptions and ranks them in order of importance beginning with the most important job to the least important job in the organisation.
No specific factors are used for consideration. The purpose of ranking is to determine whether a job involves the same level of duties, responsibilities and requirements as others in the series or a higher or lower level than they do.
By comparing the jobs, the rank order of importance of each can be determined. In this method, jobs are not split up into their component parts.
Instead, comparison is made on the basis of whole jobs. Three techniques are generally used for ranking purpose, namely: When this procedure is followed, each rater is given a set of job descriptions, one for each job to be ranked.
The job descriptions are then studied and analysed. The differences between them are noted with respect to the key points selected for comparison. The rater determines which job in the series requires least amount of various characteristics used for comparison, and places that job in the lowest rank position.
After each rater has assigned the ranks independently, their rankings can be compared. This comparison is usually made by having the raters meet as a committee and discuss with each other their respective rankings. Final rankings may be done by majority vote or averaging the rankings of raters.
In the preceding method, a rater is required to keep in mind all the jobs being ranked in order to place them in their correct relationship to each other. But this task may become difficult as the number of jobs increases. Distinguishing differences among jobs may be overlooked or forgotten.
This would result in less accurate evaluation.Environmental factors affect the job design to a considerable extent.
These factors include both the internal as well as external factors. They include factors like employee skills and abilities, their availability, and their socio economic and cultural prospects.
human resource management soo chung kian literature review: job analysis and job design what is job analysis? Introduction In human resources, job analysis plays an important role of it.
It provides information regarding positions in the organisation.
Job design follows job analysis i.e. it is the next step after job analysis. It aims at outlining and organising tasks, duties and responsibilities into a single unit of work for the achievement of certain objectives.
It also outlines the methods and relationships that are essential for the success. Impact Of Job Design On Employee Performance Business Essay Human Resource is the most important resource compared with other resources like machine, material, land, etc. In the organizational context, the effectiveness of human resource depends on designing the job .
Job Analysis is a systematic exploration, study and recording the responsibilities, duties, skills, accountabilities, work environment and ability requirements of a specific job. It also involves determining the relative importance of the duties, responsibilities and physical and emotional skills for a given job.
It looks at the key factors which influence job design and at the elements which contribute to its effectiveness. It considers job design as a feature of high performance working and the manager's role in driving engagement through job design.