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PDF 20230208 095758 0000
PDF 20230208 095758 0000
TABLE OF
CONTENTS
Job Analysis Description
job is performed.
COMPONENTS OF
JOB ANALYSIS
JOB SPECIFICATIONS
Personal characteristics
Physical characteristics
Mental characteristics
Social and psychological characteristics
JOB EVALUATION
minimized.
1. Observation Method:
2. Interview:
3. Questionnaire:
Organizational
Behavioral
Factors
Factors
Organizational Factors
Characteristic of task
Workflow
Ergonomics
Work Practices
Environmental Factors
Feedback
Autonomy
Use of Abilities
METHODS OF JOB DESIGN
1. Job Simplification
jobs are not specialized enough. A given job is divided into small
sub-parts and each part is assigned to one
individual employee
METHODS OF JOB DESIGN
2. Job Rotation
Job rotation implies systematic movement of employees
from one job to the other. Job remains unchanged but
employees performing them shift from one job to the
other. With job rotation, an employee is given an
opportunity to perform different jobs, which enriches his
skills, experience and ability to perform different jobs.
METHODS OF JOB DESIGN
2. Job Enlargement
It is opposite to job simplification. Job enlargement is an
extension of Job rotation, exposing the people to several
jobs without changing the job duties to be performed. This
would also be considered multi tasking by which one
person would do several persons jobs, saving the company
money and man hours that normally would be paid to
additional workers. Small companies may not have as
many opportunities for promotions, so they try to motivate
employees through job enlargement.
METHODS OF JOB DESIGN
3. Job Enrichment
Job enrichment means making the job rich in its contents
so that an employee will get more satisfaction while
performing that job. It upgrades the responsibility, scope
and challenge. The central focus of job enrichment is
giving people more control over their work. This means
that they have more influence over planning, executing,
and evaluating the jobs they do.
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