Professional Documents
Culture Documents
Introduction To Human Resource Management
Introduction To Human Resource Management
Job Rotation
Job Enrichment
Job Simplification
This requires that jobs be broken down into their smallest units and then
analyzed. Each resulting subunit typically consists of relatively few
operations. These subunits are then assigned to workers as their total job.
This is done so that employees can do these jobs without much
specialized training. Many small jobs can also be performed
simultaneously, so that the complete operation can be done more quickly.
Time and motion studies are often used for work simplification .
and responsibilities.
Job Enrichment: (Vertical)
It is a direct outgrowth of Herzberg’s Two Factor Theory of Motivation.
It is therefore based on the assumption that in order to motivate personnel, the job
E.g. a worker who previously only loaded boxes for delivery into a trailer may be given
the responsibility of verifying that the customer order is correct. Through job
This in turn leads to greater feelings of satisfaction, higher motivation and increased
productivity.
Job Rotation
This refers to the movement of an employee from one job to the another over a designated period of
time.
Jobs themselves are not actually changed, only the employees are rotated among various jobs.
An employee who works on another job for some days or months and returns back to the first job.
This would relieve the employee from boredom and monotony, improves the employee’s skills regarding
This is also intended to improve worker’s self-image and provides personal growth
It does not change the basic nature of jobs. Rather an employee is asked to perform several
Therefore, the employees who want a challenging and satisfying job still feel frustrated.
Moreover, frequent rotation of employees may cause interruptions in the work routine of the
organization.
Approaches To Job Design
Scientific Management
Approach Behavioral Approach Socio-technical
(F.W. Taylor) (Herzberg) System Approach
The standardization of jobs into the single best During 1950s, Herzberg’s research popularized the notion of This approach calls for the decision of work systems that would
way by which they can be performed. enhancing need satisfaction through what is called foster a meshing of the technical and social aspects of
job enrichment. jobs.
There are many different approaches to job enrichment, yet all In order to create jobs, which have this supportive
The training of workers in the single best way relationship, work teams, not individual jobs, must be
to perform the job. of them attempt to help the job incumbent satisfy studied.
personal needs while performing the job.
Job design through socio-technical approach requires the
One widely publicized approach to job enrichment uses the combined efforts of employees, supervisors and union
The specialization of labour leading to expertise “Job Characteristics Model”. This model is based representatives in analyzing significant job operations.
in small narrow jobs. on the view that three key psychological states of The major thrust of the socio-technical approach to job design
a job incumbent affect motivation and satisfaction is that both the technical system and the
of the job. accompanying social system should be considered
The systematic and specific determination of
job description for each job. when designing jobs.
• Experienced responsibility
• Knowledgresults – Understanding how
effectively he/she is performing the jobe
of
Job analysis & its Importance
Recruitment
Selection of personnel
Organization audit
Job evaluation
Job design
Performance appraisal
Career planning
Selection of
Collection of Collection of Developing
representativ Job
background job analysis job
e job to be Description
information data specification
analyzed
Techniques of Job Analysis Data
Personal observation
Maintenance of log
records
Job description & Job specification
• Edwin Flippo : “Job Description is an organized factual
statement of the duties and responsibilities of a specific job.
It should tell what is to be done, how it is done and why.”
Salary levels: Pay, DA, other allowances, bonus, incentive wage, method of payment, hours of work, shift,
break etc.
Complete list of duties to be performed separated according to daily, weekly, monthly and casual,
Conditions of work: Location, time, speed of work, accuracy, health hazards, accident hazards
Develop a business plan and sales strategy for the market that ensures
attainment of company sales goals and profitability.
Maintains accurate records of all pricings, sales, and activity reports submitted by Account
Executives.
Provides timely feedback to senior management regarding performance.
Assists in the development and implementation of marketing plans as needed
Assist in the creation of the system design and functional specifications for all
new development projects.
Serve as a liaison and facilitator between all business units to assist in addressing and
resolving IT software issues.
System Analyst
JOB SPECIFICATION
Should have a minimum of 7 years of technology experience with at least 5 years hands-on
technical roles in the field and relies on experience and judgment to plan and accomplish goals
Develop written materials, including story pitches, messaging guidelines, press releases,
Q&As, presentations and speeches
Train and provide advice to company officials for press conferences, media interviews
and trade presentations
Communications Manager
JOB SPECIFICATION
IS IS NOT
Comparative Absolute
Judgmental Scientific
Structure Unstructured
Job Centered Person Centered
Job Evaluation
Provides rank
order or roles
Rules for Job Evaluation
Constrained by rules
TOTAL
JOB
SIZE
Vision ,Mission & Core Values
Understanding The Process
“The best way to predict the future is to invent it”.
Herman Miller
• manufacturer of high-quality chairs
Vision
• A vision is a powerful mental image of what we want to create in the
future. It reflects what we care about most, represents an expression
of what our mission will look like and is aligned with our values and
sense of purpose.
• A vision statement should include your basic strategy on how you
want to achieve your mission.
• Visioning releases spirit and inspires you.
Qualities Of A Vision
• It motivates, inspires
• It is clear, concrete
• It is achievable, not a fantasy
• It fits with the highest values
• It is easy to communicate, clear and simple
A Powerful Vision
• Presents where we want to go
• Captures the desired spirit of the organization
• Describes a preferred and meaningful future state
• Can be felt - gives people goose bumps
• Provides a motivating force
• Is challenging and compelling
Vision Questions
• What will we be next twelve months, in two years, five years?
• How would we know we were there?
• What kind of organization do we want to be?
• What do we really want to do or create?
• How do we differentiate ourselves from our competition?
Example Of Vision
• “We are a worldwide leader in workplace learning and performance”.
American Society for Training and Development
Planning To Implement Vision
• The strategy, business plans, procedures and key actions that will put
values, mission, and vision into action.
Strategy
• Defined as the way an organization meets the challenges and
opportunities presented by its environment.
• Consists of a set of conscious choices about how it will deliver value to its
clients an distinguish itself from its competitors
Core Strategic Decisions
• Understand the challenges and opportunities present in your external
environment,
• Identify assumptions about the future.
• Clarify a reason for being that motivates an inspires.
• Identify the principles by which people will conduct themselves.
Core Strategic Decisions
• Define your future clients and how you will deliver value to them.
• Identify core organizational competencies.
• Create a long-term business focus.
• Set short-term performance goals.
• Establish master plan to manage firm’s long-term development.