PRESENTED BY:-

MONA SHRIVAS
POORAN KHAMPARIYA
SANDEEP TIWARI
SHILPA MISHRA
 JOB

 DEFINITION:- A job may be defined as

an assignment of work calling for a set of
duties, responsibilities and conditions that
are different from those of other work
assignments.
 VARIABLES OF A JOB
JOB ANALYSIS

JOB DESIGN

JOB DESCRIPTION

JOB SPECIFICATION
JOB
VARIABLES JOB SHARING

JOB EVALUATION

JOB SATISFACTION

JOB ENRICHMENT

JOB ENLARGEMENT

JOB ROTATION
 JOB ANALYSIS
 DEFINITION:- JOB ANALYSIS may be
defined as” the process of determining, by
observation & study& reporting pertinent
information relating to the nature of a specific
job”.
ASPECTS OF JOB ANALYSIS

JOB DESCRIPTION JOB SPECIFICATION

 TECHNIQUES FOR DATA
PROCESS OF JOB ANALYSIS
COLLECTION

Interviews
Company strategies
Direct observations
Collection of information Maintenance of long
records
Process of information
Questionnaires
Drafting Job Description Critical Incident
Technique
Drafting Job Specification
 MANAGEMENT POSITION DESCRIPTION QUESTIONNAIRE
Product, marketing & financial strategy planning.
Coordination of other organizational units & personnel.
Internal business control.
Products & services responsibility.
Public & customer relations.
Advanced consulting.
Autonomy of actions.
Approval of financial commitments.
Staff service.
Supervision.
Complexity and stress.
Advanced financial responsibility.
Broad personnel responsibility.
JOB DESCRIPTION

 A job description is “an organized, factual statement of the duties

& responsibilities of a specific job”.
 The contents of Job Description:-
Job title
Organizational location of the job
Supervision given & received
Materials, tools & equipments worked with
Salary levels
Conditions of work
Training & development facilities
Promotional chances & channels
Complete list of duties to be performed
Designation of the immediate superior & subordinate
 JOB SPECIFICATION
 A job specification is “ a statement of the minimum acceptable
human qualities necessary to perform a job properly”.

 JOB SPECIFICATION INFORMATION:-

 Physical specifications
 Mental specifications
 Emotional specifications & social specifications
 Behavioral specifications
 JOB DESIGN
 DEFINITION:-JOB DESIGN may be defined as the process
of deciding on the content of a job in terms of duties &
responsibilities of the jobholders.
 Approaches of Job Design:-
Engineering Approach
Human Approach
Job Characteristics Approach
 FACTORS AFFECTING JOB
DESIGN

FEEDBACK
ENVIRONMENTAL
FACTORS
ORGANIZTIONAL
PRODUCTIVITY
JOB OUTCOME
ORGANIZATIONAL EMPLOYEE
FACTORS DESIGN SATISFACTION

BEHAVIOURAL
FACTORS
 JOB SHARING

 DEFINITION:- The arrangement of sharing

one job by two or more part-time employees is
called job sharing.
 Job sharing is suitable for:
Dual career group employees who prefer to work in
one
organization
Retired employees
The organizations where work load is less
JOB EVALUATION

 DEFINITION:-Wendell L. French defined job

evaluation as” the overall activity of involving an
orderly, systematic method & procedure of
ranking, grading and weighing of jobs to
determine the value of a specific job in relation
to other jobs.”
PROCEDURE OF JOB EVALUATION
ANALYSE & PREPARE JOB DESCRIPTION

SELECT & PREPARE JOB EVALUATION PLAN

CLASSIFY JOBS

INSTALL THE PROGRAMME

MAINTAIN THE PROGRAMME

 JOB EVALUATION METHODS/
TECHNIQUES
TYPES OF JOB EVALUATION METHODS

QUANTITATIVE NON-QUANTITATIVE

Points Factors Ranking Job

Rating Comparison Method classification
Method Method & Grading
Method
JOB SATISFACTION

 DEFINITION:-
DEFINITION Job satisfaction is defined as “the pleasurable,
emotional state resulting from the appraisal of one’s job as
achieving or facilitating the achievement of one’s job values.”

 Factors of Job Satisfaction:-

 Personal factors
 Factors inherent in the job
 Factors controlled by the management
 JOB ENRICHMENT
 MEANING:- Job Enrichment means adding duties & responsibilities
that will provide for skill variety, task identity, task significance, autonomy
& feedback on job performance.

 Dale S. Breach has suggested specific action steps for designing

enriched jobs. They are:-
 Creation of natural or logical work units
 Combining several duties, requiring various skills into each job
 The employees should have direct contact & knowledge about the
people for whom his product is meant
 Vertical job loading is to incorporate some planning & controlling
duties into he job and
 Feedback information should be provided to employees to correct &
improve their performance.
 JOB ENLARGEMENT

 MEANING:-Job enlargement means adding more and

different tasks to a specialized job to provide greater
variety.
 Job enlargement is called horizontal job loading or horizontal
job enlargement.
 It tackles dissatisfaction and reduces monotony by increasing
the variety & scope of tasks.
 JOB ROTATION refers to the
movement of an employee from one
job to another.
An employee who works on a
routine/ respective job moves to and
works on another job for some
hours/days/months and backs up to the
first job.
However, frequent job rotations
are not advisable in view of their
negative impact on the organization
and the employees .
 JOB ROTATION & HOW IT WORKS
A closer look at some Indian companies shows that job rotation is
becoming an increasingly accepted practice.
Consider LG Electronics India. In the past five years, close to half
the Korean electronics major's 2,800 employees have switched functions
within the organization at least twice. And what is an India-specific HR
policy for LG is the norm worldwide for IBM. In fact, the IT giant has
some high-profile job swaps to its credit.
Just last year, then chief financial officer John Joyce switched
functions and designation with Mark Loughridge, the senior vice president,
global services. And last year, two senior professionals, Somnath Sinha, the
erstwhile head of global operations, and Ashish Kumar, erstwhile head,
sales, moved to India.
At McDonald's too, cross-functional job rotations are encouraged,
globally and in India. "It is a win-win situation -- win for the organization,
the team and the employee," says Amit Jatia, joint venture partner and
managing director, McDonald's, western India.