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JOB ANALYSIS & COMPETITIVE ADVANTAGE

JOB ANALYSIS & COMPETITIVE ADVANTAGE. Job Analysis & Competitive Advantage. Lays foundation for HRP Lays foundation for employee hiring Lays Foundation for T&D Lays foundation for performance Appraisal Fixation of Wages & Salaries Safety & Health. JOB. Task- Ameaningful unit of work

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JOB ANALYSIS & COMPETITIVE ADVANTAGE

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  1. JOB ANALYSIS & COMPETITIVE ADVANTAGE WWW.PPTMART.COM

  2. Job Analysis & Competitive Advantage • Lays foundation for HRP • Lays foundation for employee hiring • Lays Foundation for T&D • Lays foundation for performance Appraisal • Fixation of Wages & Salaries • Safety & Health WWW.PPTMART.COM

  3. JOB • Task- Ameaningful unit of work • Duty- a loosely defined area of work • Position- is a set of taskand duties • Job- is a group of position that are identical WWW.PPTMART.COM

  4. Uses of Job Analysis • . HRP jd R&S T&D Job evaluation Job Analysis remuneration js Performance app Safety &health WWW.PPTMART.COM

  5. Strategic Choices • Orgn needs to take at five choices • The extent of employee involvement • details of analysis • timing & frequency of analysis • Past Vs future orientation • sources of job data WWW.PPTMART.COM

  6. Process of job analysis • Scope of job analysis • Method of job analysis-sources of job data,kind of data, procedures • Data collection Analysis-collect,analyse,recheck and report results • Assessing job analysis methods- evaluate against criteria of benefits,costs and legality WWW.PPTMART.COM

  7. DATA Collection • narrative job description-observations, interviews,experts,job holders • Engineering Approaches-micromotion studies, • Critical incidents • Funtional job analysis • Positional • Task inventory Analysis WWW.PPTMART.COM

  8. Task Inventory Analysis • KSA- Knowledge,Skills and Abilities • Involves 3 steps-Interview,survey,generation of task by KSA • Large number of workers • Questionnaire method • Involves rating of tasks • Determined by experts • Used to develop job description & performance appraisal WWW.PPTMART.COM

  9. Rating Scalevery low low Medium High very High Mathematical reasoning Analytical ability Clerical Accuracy Expression Problem Solving Comprehension memory WWW.PPTMART.COM

  10. Critical Incident Technique • Develops behavioural description of a job • Supervisor and workers generate behavioural incidents of job performance • 4 steps-generate dimension,generate incidents,retranslate & assign effectiveness value. WWW.PPTMART.COM

  11. Functional Job Analysis • Technique used in public sector • Done by either Interview /Questionnaire method • Collects information on • What the job incumbents does to people,data and things • Methods and techniques the job incumbent uses to perform the job • Machine, tools & equipments used by • Materials,projects or service produced by WWW.PPTMART.COM

  12. Positional Analysis Questionnaire • 194 different items • Uses a 5 point scale • Seeks to determine the degree to which the different items,job elements,are involved in performing a particular job • Organised into 6 sections • Information input , mental processes • Work output , relationship with others, job context , other characteristics WWW.PPTMART.COM

  13. Other methods • MPDQ-management position description questionnaire-contains 197 items describing responsibility. • Hay plan- impact of jobs on orgn • Interviews regarding issues,responsibilities accountability are held WWW.PPTMART.COM

  14. JOB DESIGN • Efforts to organise tasks,duties, responsibilities into unit of work to achieve • “it integrates work content and qualifications required for each job in a way that meets the needs of employees and the organisation” It involves 3 steps:- • The specification of individual tasks. • The specification of methodsof performing each task. • The combination of tasks into specific jobs to be assigned io individuals. WWW.PPTMART.COM

  15. Factors affecting job design • Organisational Factors- Task, work flow, • erogonomics, practices • Environmental Factors- abilities , availabilities, social & cultural expectations • Behavioural factors- Feedback, autonomy,variety WWW.PPTMART.COM

  16. JOB DESIGN APPROACH H Socio technical system IMPACT Job enrichment Job enlargement Job engineering Job rotation L L H Complexity WWW.PPTMART.COM

  17. Sources • NON HUMAN • Job description • records • design blueprints • films of employees • Training manuals • literature • HUMAN SOURCES • Job analysts • Job incumbents • Supervisor • Job experts WWW.PPTMART.COM

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