PAPER-08
HUMAN
RESOURCE
MANAGEMENT
By: Vijay Prasad
UNIT-2
DESIGNING AND
DEVELOPING HR
SYSTEM
Topics covered
• Job Analysis • Job Enlargement
• Job Description • Job Rotation
• Job Specification • Job Enrichment
• Job Evaluation • Job Responsibility
• Job Design
JOB ANALYSIS
• The very first step in successful selection, is accurate analysis of
the job.
• Job Analysis is a process to identify and determine in detail the
particular job duties and requirements and the relative
importance of these duties for a given job.
• An important concept of Job Analysis is that the analysis is
conducted of the Job, not the person.
• The purpose of Job Analysis is to establish and document the
'job relatedness' of employment procedures such as training,
selection, compensation, and performance appraisal.
Job Analysis
Job Description Job Specification
Job Title
Qualification
Job Location
Experience
Job Summary
Training
Reporting to
Skills
Working Condition
Responsibilities
Job Duties
Emotional characteristics
Machines to be used
Sensory Demands
Hazard
JOB DESCRIPTION
• A broad, general, and written statement of a specific job, based
on the findings of a job analysis.
• It generally includes:
duties, purpose, responsibilities, scope, job location,
and working conditions of a job along with the
job's title, and the name or designation of the
person to whom the employee reports.
JOB SPECIFICATION
• A job specification is a written statement of educational
qualifications, specific qualities, level of experience, physical,
emotional, technical and communication skills required to
perform a job, responsibilities involved in a job and other
unusual sensory demands.
• It also includes general health, mental health, intelligence,
aptitude, memory, judgment, leadership skills, emotional
ability, adaptability, flexibility, values and ethics, manners and
creativity, etc.
• It helps in selecting the most appropriate candidate for a
particular job.
job evaluation
• Job Evaluation beings with job analysis and ends at the point of
determination of worth of the job.
• Systematic way of determining the value or worth of a job in
relation to other jobs in an organization.
• Four Fundamental job evaluation method:
-Ranking
-Classification
-Factor comparison
-Point ranking method
Job design
• Job design is a
very important function of
staffing.
Job design
Job Enlargement
• If the jobs are designed
properly, then highly efficient
managers will join the Job Rotation
organization.
• They will be motivated to
Job Enrichment
improve the productivity and
profitability of the Job Responsibility
organization.
Job Enlargement
• Job enlargement is an increase in job tasks and responsibilities
to make a position more challenging.
• It is a horizontal expansion, which means that the tasks added
are at the same level as those in the current position.
• Improves employee satisfaction.
Job Enrichment
• Job enrichment can be described as a medium through which
management can motivate self-driven employees by assigning
them additional responsibility or other higher-ranking
positions.
• Job enrichment is vertical expansion.
• More challenges added.
Job Rotation
• Job rotation is a technique used by some employers to rotate
their employees' assigned jobs throughout their employment.
• Increasing a worker’s activities by switching between tasks of a
similar level of difficulty. This does not increase the challenge,
but may reduce the boredom, of a job.
Job Responsibility
• Job responsibilities are what an organization uses to define the
work that needs to be performed in the role and the things an
employee in the job will be accountable for.
• Job responsibilities also include the information most vital to
your other talent management processes since it defines the
criteria that should be used for employee assessment and
development.
By- Vijay Prasad
M.B.A 2nd Sem.
Roll no.: 21
