Job Analysis

Topics: Employment, Human resource management, Recruitment Pages: 20 (6231 words) Published: April 2, 2013
Topic 2 – Group 2
Job Design, Job Analysis
Manpower Planning – Recruitment – definition – recruitment policy -  Sources of recruitment – methods or techniques – e-recruitment -  Selection – selection procedure . employment interview, purpose of interview How to conduct – placement – Induction – orientation – stages of induction, evaluation.

Job Design
Job design is defined as the process of deciding on the content of a job in terms of its duties & responsibilities; on the methods to be used in carrying out the job, in terms of techniques, systems & procedures & on the relationships that should exist between the job holder & his superiors, subordinates & colleagues. Two important goals of job design are: * To meet the organizational requirements such as higher productivity, operational efficiency, quality of product/service, etc. * To satisfy the needs of the individual employees like interests,challenge, achievement or accomplishment,etcJob design essentially involves integrating job responsibilities or content and certain qualifications that are required to perform the same. It outlines the job responsibilities very clearly and also helps in attracting the right candidates to the right job. Further it also makes the job look interesting and specialised.There are various steps involved in job design that follow a logical sequence, those that were mentioned earlier on. The sequence is as follows: 1. What tasks are required to be done or what tasks is part of the job? 2. How are the tasks performed? 3. What amount are tasks are required to be done? 4. What is the sequence of performing these tasks?| | All these questions are aimed at arriving upon a clear definition of a specific job and thereby make it less risky for the one performing the same. A well defined job encourages feeling of achievement among the employees and a sense of high self esteem. The whole process of job design is aimed to address various problems within the organisational setup, those that pertain to ones description of a job and the associated relationships. More specifically the following areas are fine tuned: * Checking the work overload.

* Checking upon the work under load.
* Ensuring tasks are not repetitive in nature.
* Ensuring that employees don not remain isolated.
* Defining working hours clearly.
* Defining the work processes clearly.
The above mentioned are factors that if not taken care of result into building stress within the employees. Benefits of Job Design
The following are the benefits of a good job design:
1. Employee Input: A good job design enables a good job feedback. Employees have the option to vary tasks as per their personal and social needs, habits and circumstances in the workplace. 2. Employee Training: Training is an integral part of job design. Contrary to the philosophy of “leave them alone’ job design lays due emphasis on training people so that are well aware of what their job demands and how it is to be done. 3. Work / Rest Schedules: Job design offers good work and rest schedule by clearly defining the number of hours an individual has to spend in his/her job. 4. Adjustments: A good job designs allows for adjustments for physically demanding jobs by minimising the energy spent doing the job and by aligning the manpower requirements for the same. Job design is a continuous and ever evolving process that is aimed at helping employees make adjustments with the changes in the workplace. The end goal is reducing dissatisfaction, enhancing motivation and employee engagement at the workplace Job AnalysisManagement should determine the kind of personnel required for a job & the number of persons to be employed. The organization should also find the right man for the right job in right time. The knowledge of the job is essential to perform these functions.| The information collected under job analysis is :

1. Nature of jobs required in a...
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