JOB ANALYSIS

JOB DESIGN

JOB EVALUATIO

N

Submitted byVARMA ANKITA STUDENT OF

VIDYA VIKAS UNIVERSAL COLLEGE OF BMS & BMM

STUDING IN T.Y.B.M.S DIV A

I am highly in debited to Prof. NAINA BISHT for your guidance and constant supervision as well as for providing necessary information regarding the project & also for your support in completing the project I would like to express my gratitude towards my parents & my friends for their kind co operation and encouragement which helps me in completion this project.

*AKNOWLEDEGMENT

*DECLARATION

I VARMA ANKITA HEREBY DECLARE THAT THIS PROJECT REPORT ENTITLED SUBMITTED BY ME UNDER THE GUIDANC JOB ANALYSIS JOB DESIGN JOB EVALUATION OF PROF. NAINA BISHT OF VIDYA VIKAS UNIVERSAL COLLEGE IS MY OWN AND HAS NOT BEEN SUBMITTED TO ANY OTHER UNIVERSITY OR INSTITUDE OR PUBLISHED EARLIER.

*IndexSR NO. PARTICULARS

1. Introduction

2. Job Analysis

3. Process of Job Analysis

4. Methods of Job Analysis

5. Importance's of Job Analysis

6. Job Design

7. Objectives of Job Design

8. Techniques of Job Design

9. Job Evaluation

10. Committee of Job Evaluation

12. Method of Job Evaluation

13. Advantages of Job Evaluation

14. Conclusion

*WHAT IS JOB?

*INTRODUCTION

Job Analysis

“Job Analysis is the process of studying and collecting information relating to the operations and responsibility of a specific job”.

Job Design

“Job Design involves systematic attempt to organize tasks ,duties and responsibilities into a unit of work to achieve certain objective”.

Job Evaluation

“Job Evaluation is a systematic and orderly process of determining the worth of a job in relation to other jobs”.

*Job Analysis

Job Analysis

Job Descriptions

Job Specificatio

ns

The process of getting detailed information about jobs.

*PROCESS

JOB DESCRIPTION

•Job Identification

•Job summary

•Job duties and responsibilities

•Working conditions

•Machines tools and equipment's

•Social environment

•Supervision

•Related to other job.

*JOB SPECIFICATION

•Qualifications

• Experience

•Physical characteristics

•Psychological characteristics

•Social characteristics

*Methods of collecting data for Job Analysis

Job Analysis

Observation

InterviewQuestionnaires

*Importance Job Analysis

1.Facilitates proper publicity of job

2.Selection of psychological test

3.Facilitates purposeful interviews

4.Facilitates appropriate medical examination

5.Facilitates scientific selection placement and orientation

6.Facilitates scientific promotions and transfers

*Job Design

The process of defining how work will be performed and what tasks will be required in a given job.

Factors affecting job designing Organizational factors Environmental factors Behavioral factors

OBJECTIVES OF THE ORGANIZATION

Greater Job Satisfaction

Increased Performance

Reduced Absenteeism & Turnover

Greater Profitability

WORK SIMPLIFICATION

JOB ROTATIONRotating from job to jobwithin an organization.

JOB ENLARGEMENTAdding more tasks to thejob: Horizontal Loading

JOB ENRICHMENTMaking jobs moremeaningful andChallenging: VerticalLoading

WORK TEAMS

Large task that is completed bya group of specific taskAssignments.

AUTONOMOUS WORKGROUPS

Work teams are given a goal toachieve and the control over its accomplishment.

Job DesignTechniques

Individual Design Options

Group Design Options

*Definition of Job Evaluation

The process of determining how much a job should be paid, balancing two goals

Internal Equity External Competitiveness

*Job Evaluation Committees

Performs 3 main functions:

*Identifies 10-15 key benchmarks

*Selects some compensable factors

*Evaluate the worth of each job via one of the methods.

*Methods of Job Evaluation

• Ranking or job comparison

• Grading or job classification

Non-quantitative

• Point rating• Factor comparison

Quantitative

*Job Ranking

The importance of order of job is judged in terms of duties, responsibilities and demands on the job holder.

For example,

Department ManagerAssistant Manager

Supervisor/officer

Team Leader

Clerical Assistant

receptionist

*Job Classification Method System of job evaluation by which jobs are classified

and grouped according to a series of predetermined wage grades.

For example,

Class I

Executives

Office Manager, Deputy office

manager, Departmental

supervisor.

Class II

Skilled workers

Purchasing assistant, Cashier,

Receipts clerk.

Class III

Semiskilled workers

Machine-operators,

Switchboard operator.

Class IV

Semiskilled workers

File clerks, Office boys.

*Job Evaluation

*Advantages of Job evaluationReduction in inequalities in salary

SpecializationHelps in selection of employeesStandardizationImprovement, Selection and promotion procedures

*CONCLUSIONEmployee Satisfaction is Organization’s Success