JOB ENLARGEMENT
JOB ANALYSIS
* Job Analysis is the process of determining and recording all the pertinent information about a specific job, including the tasks involved, the knowledge and skill set required to perform the job, the responsibilities attached to the job and the abilities required to perform the job successfully.
* Job Analysis differentiates one job from another.
Job Analysis provides inputs for:-
o Job Descriptions
o Employee Selection
o Training
o Performance Appraisals
o Job Classification
o Job Evaluation
o Job Design .
PROCESS OF JOB ANALYSIS
* INFORMATION GATHERING
* JOB-SPECIFIC COMPETENCY DETERMINATION
* DEVELOPING A JOB DESCRIPTION
* DEVELOPING A JOB SPECIFICATION.
JOB ANALYSIS METHODS
1. * OBSERVATION METHOD :-
* The individuals performing the job are observed and relevant points are noted.
* Eg: Motion and Time Studies
2. * . INDIVIDUAL INTERVIEW METHOD :-
* Applied when the job is complex
* Structured interviews are the most effective.
3. * 3. GROUP INTERVIEW METHOD :-
* Employees performing the same job are interviewed together, in groups.
4. * QUESTIONNAIRE METHOD :-
* Long & structured questionnaire to be filled in by job incumbent.
* Has both objective & open-ended questions.
5. TECHNICAL CONFERENCE METHOD :-
* Gathering information from the EXPERTS, usually supervisors & NOT the job incumbents.
6. DIARY METHOD :-
* Job incumbents take immediate note of the activities they perform.
CONCEPT OF JOB DESIGN
* Job design is the process of structuring work and designating the specific activities at individual or group levels.
* It determines:-
Major components of job design are: -
o Job content / scope
+ Includes various tasks to be performed by the job holder, the responsibilities attached and the relationship with other jobs.
o Job depth
+ It is the autonomy or the authority that the job holder enjoys in planning and organizing the work.
- Job enlargement is a general term for anything that increases the scope (overall impression of the business) of a job.
- In conclusion job enlargement is used in big companies
which need to produce large amount of goods, using repetition. For
this is needed high amount of unskilled employees, these employees
often get bored so they must be motivated with new different tasks.
JOB ANALYSIS
* Job Analysis is the process of determining and recording all the pertinent information about a specific job, including the tasks involved, the knowledge and skill set required to perform the job, the responsibilities attached to the job and the abilities required to perform the job successfully.
* Job Analysis differentiates one job from another.
Job Analysis provides inputs for:-
o Job Descriptions
o Employee Selection
o Training
o Performance Appraisals
o Job Classification
o Job Evaluation
o Job Design .
PROCESS OF JOB ANALYSIS
* INFORMATION GATHERING
* JOB-SPECIFIC COMPETENCY DETERMINATION
* DEVELOPING A JOB DESCRIPTION
* DEVELOPING A JOB SPECIFICATION.
JOB ANALYSIS METHODS
- * Observation Method
- * individual Interviews method
- group interview method
- QUESTIONNAIRE METHOD
- TECHNICAL CONFERENCE METHOD
- DIARY METHOD
1. * OBSERVATION METHOD :-
* The individuals performing the job are observed and relevant points are noted.
* Eg: Motion and Time Studies
2. * . INDIVIDUAL INTERVIEW METHOD :-
* Applied when the job is complex
* Structured interviews are the most effective.
3. * 3. GROUP INTERVIEW METHOD :-
* Employees performing the same job are interviewed together, in groups.
4. * QUESTIONNAIRE METHOD :-
* Long & structured questionnaire to be filled in by job incumbent.
* Has both objective & open-ended questions.
5. TECHNICAL CONFERENCE METHOD :-
* Gathering information from the EXPERTS, usually supervisors & NOT the job incumbents.
6. DIARY METHOD :-
* Job incumbents take immediate note of the activities they perform.
CONCEPT OF JOB DESIGN
* Job design is the process of structuring work and designating the specific activities at individual or group levels.
* It determines:-
- the responsibility of an employee
- the authority he enjoys over his work
- his scope of decision-making
- his level of satisfaction
- his productivity .
Major components of job design are: -
o Job content / scope
+ Includes various tasks to be performed by the job holder, the responsibilities attached and the relationship with other jobs.
o Job depth
+ It is the autonomy or the authority that the job holder enjoys in planning and organizing the work.
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