Introduction, importance, methods etc.

JOB ANALYSIS & QWL

PRESENTED BY: RASHMI YADAV ANKITA SRIVASTAVA NEHA NIHARIKA ASNA AYAZ SEEMA LAMA

JOB ANALYSIS

Job analysis is a systematic investigation of the tasks, duties and responsibilities necessary to do a job. Job analysis is the process of collecting job related information.
Job Duties

Job Tasks

Job responsibilities

Job Analysis

OBJECTIVES/PURPOSE OF JOB ANALYSIS

Recruitment

HRP

Selection

T&D

Job Analysis

Performance appraisal

Job design

Placement

Job evaluation

PROCESS OF JOB ANALYSIS

Organizational Analysis Selection of jobs to be analyzed Data collection

Job specification

Job description

TYPES OF JOB ANALYSIS INFORMATION

Work Activities: Machines, Tools, Equipments and Work Aids used Personal requirements Job context

OUTCOMES OF JOB ANALYSIS

The information obtained from job analysis is classified into three categories. Job

description

Job
Job

specification
evaluation

JOB DESCRIPTION

A job description is a written statement of the duties, responsibilities, required qualifications and reporting relationships of a particular job. The job description is based on objective information obtained through job analysis. Job description acts as an important resource for Describing the job to potential candidates Guiding new hired employees in what they are specifically expected to do Providing a point of comparison in appraising whether the actual duties align with the stated duties.

EXAMPLE OF JOB DESCRIPTION

JOB TITLE:_____ CODE: ________ REPORTS TO:___ ___________________ SUPERVISES:___ _______________ AS ON DATE :_________ OCCUPATIONAL JOB NO. : GRADE LEVEL:

FUNCTIONS: ______________________________________________________ ________________________________________________ DUTIES AND RESPONSIBILITIES: ______________________________________________________ ________________________________________________ JOB CHARACTERISTICS: ______________________________________________________ ________________________________________________

JOB SPECIFICATION

Job specifications specify the minimum acceptable qualifications required by the individual to perform the task efficiently. Based on the information obtained from the job analysis procedures, job specification identifies the qualifications, appropriate skills, knowledge, and abilities and experienced required to perform the job. Job specification is an important tool in the selection process as it keeps the attention of the selector on the necessary qualifications required for that job.

EXAMPLE OF JOB SPECIFICATION

JOB TITLE: __________________________ EDUCATION:_________________________ PHYSICAL HEALTH: _________________________________________________________ _________________________________________________________ ______ APPEARANCE: _________________________________________________________ ___ MENTAL ABILITIES: _______________________________________________ SPECIAL ABILITIES: _______________________________________________ PREVIOUS WORK EXPERIENCE: _________________________________________________________ _________________________________________________________

JOB EVALUATION

Job evaluation provides the relative value of each job in the organization. It is an important tool to determine compensation administration.

If an organization is to have an equitable compensation program, jobs that have similar demands on terms of skills, education and other characteristics should be placed in the common compensation groups.

METHODS OF COLLECTING JOB ANALYSIS DATA

Observation Performing the job. Critical incidents Interview- individual & group Panel of experts Diary method Questionnaire

Structured Unstructured

METHODS OF COLLECTION JOB DESCRIPTION DATA Diary/log books Observation Interview Questionnaire:

Structured Unstructured

JOB DESIGN
Job design means to decide the contents of a job. It fixes the duties and responsibilities of the job, the methods of doing the job and the relationships between the job holder (manager) and his superiors, subordinates and colleagues.

PURPOSE OF JOB DESIGN

To meet the organisational requirements such as higher productivity, oprational efficiency, quality of product/service etc. To satisfy the needs of the individual employees like interest, challenge, achievement or accomplishment etc. To integrate the needs of the individual with the organisational requirements.

APPROACHES TO JOB DESIGN

TRADITIONAL APPROACH SCIENTIFIC MANAGEMENT APPROACH HUMAN RELATIONS APPROACH JOB CHARACTERISTICS APPROACH SOCIO- TECHNICAL SYSTEM APPROACH

TECHNIQUES OF JOB DESIGN

JOB ENRICHME NT

JOB SIMPLIFICATIO N

JOB DESIGN AND REDISIGN

JOB ENLARGEME NT

JOB ROTATION

QUALITY OF WORK LIFE

QWL is a process of work organisations which enables its members at all levels to participate actively and efficiently in shaping the organisations environment, methods and outcomes. It is a value based process, which is aimed towards meeting the twin goals of enhanced effectiveness of the organisation and improved quality of life at work for the employees.

SCOPE OF QWL
Fair and Reasonable pay Favourable and Safer Environments Employment Benefits Job Security Job Satisfaction Provisions of autonomy as well as control for developing human resource Scope for better career opportunities

OBJECTIVE OF QWL
To

attract and retain talents prevent stress integration of work and personallife

To

Effective

Job

satisfaction quality and productivity

Increase

To

balance personal/family and workrelated demands on an individualemployee.

APPROACHES TO IMPROVE QWL

Flexibility in work schedules Autonomous Workgroup Job Enrichment Opportunity for Growth Employees participation Suggestion System

PRE-CONDITIONS FOR SUCCESS OF QWL

Management must be committed to an open and transparent style of operation . Employees must be given opportunities for advancement in the organisation. Supervisors must be trained to function effectively . Traditional status barriers between management and workforce must be broken and an atmosphere of trust and open communication should be established. Employees should receive feedback on results achieved and recognition for superior performance. Personnel should be selected and/or promoted for excellence in their performance. Both positive and negative outcomes of the QWL improvement programme should be analysed and evaluated. There is a continuous need of research on quality of working life improvement .

Have a nice day!

THANK YOU.