Learn Management

Meaning of Job Analysis! Meaning of job analysis refers to the analysis of the content of job and minimum academic and human qualifications require to perform the job. It is defined as the process of identifying and defining skills, duties, responsibilities, accountabilities and qualities of person required to accomplish the job. In the words of Newstrom and Davis, "Job analysis systematically collects, organizes and controls information about the job." In the words of Gary Dessler, "Job analysis is the process of determining the skills and duties required for the job and identifying kinds of a person who should be hired for it." In conclusion, job analysis is a comprehensive process that determine rights, duties, authorities, responsibilities, accountabilities of each job and  identifying minimum acceptable human and non-human qualification required to accomplish the job.

8 Methods of job design! Job design is the method of determining the content of the job and methods of doing the job. Its aim is to make the job simple, standard, interesting and challenging. Different methods for designing the job are available of which following are the common methods: 1. Work Simplification 2. Job Rotation 3. Job Enlargement 4. Job Enrichment 5. Socio-technical Method 6. Job Characteristics Model 7. Autonomous Work Team 8. Modified Work Schedule  1. Work Simplification The work simplification is based on the classical approach of scientific management developed by F.W Taylor. It is based on time and motion study. It involves breaking a job into different small, standard and meaningful components or task and assigning each task to different human resources based on their specialization. This means a job which is done by an employee would be done by several employee after the simplification. It aims to make the job specific, standard and interes...

Importance of Job Design! Job design is the process of determining the content of job and methods of doing job. It is a crucial tool for achieving organizational effectiveness. The importance of job design can be mentioned as under:   1. Organization design Organization design refers to the process of structuring the organization. Job design determines duties, rights, responsibilities, accountability of each job holder in the organization and it helps to develop effective design of an organization.   2. Structuring employees Job design clearly specifies minimum academic and human qualities and qualifications necessary to accomplish the assigned job. So, it helps to structure human resources required to the organization.   3. Harmonious relationship Harmonious relationship between employees is the important prerequisite for organizational effectiveness. Job design clearly specifies rights, duties, responsibilities, accountability of each job holders and e...

Concept of Job Design! Basic Terminology:- They are keywords which are used to define the concept. Job design use different keywords such as task, job, position and occupations. These keywords are also called basic terminology of job design:  1. Task In individual organization have to accomplish different activities to fulfill their responsibilities, their activities are called task. In other words, task are different activities of the job that individuals have to perform in organization. They are small units of job. For eg: preparing journal, income statement are the task required to perform by an accountant.  2. Job A set of different task to be perform by an individual in the organization is known as job. In other words, a job can be defined as a closely interrelated set of task to be performed to achieve goals. Job determines duties, responsibilities, accountability, etc of human resources in an organization. It also determine the level of the challenge and ...

Human Resource Inventory (HRI)! Employees are crucial assets for any organization therefore, organizations systematically maintains details records of all employees working in the organization is known as human resource inventory.  In other words, human resource inventory can be defined as the method of keeping detail information of all human resources who are currently in the organization in terms of quality and quantity. It maintains record of name, fathers name, address, experiences, skills, trainings, etc. However, organization sometimes maintain separate record of non-managerial level of employees that is called skill inventory. The human resource inventory contains following information:  1. Personal detail  2. Academic information  3. Training related information  4. Incentive related information  5. Information about special skills  6. Others  1.  Personal detail It contains the personal matters of human resources suc...

Approaches of Human Resource Planning (HRP)! HRP is a process of predicting human resource requirements in terms of quality and quantity. It ensures that an organization has right numbers and kinds of employees at right time at right places. It is guided by following three approaches:  1. Quantitative approach  2. Qualitative approach  3. Mixed approach  1. Quantitative approach The quantitative approach of HRP is concerned with determining the future needs in terms of numbers and skills. It is an approach where top-level management prepares human resource plan based on corporate objectives and strategies and communicated down to the lower-level manager and employees. So, it is also called top down approach or management driven approach. Under this approach middle and lower level managers are not participated and it focuses on right numbers and right kinds of human resources. So, it is a hard approach.  2. Qualitative approach Qualitative approa...

Human Resource Planning (HRP) Process! Human resource planning is a process of predicting future needs of human resources in terms of quality and quantity. As a process it goes through following steps: 1. Assessing current human resources needs 2. Forecasting human resources demand 3. Supply forecasting 4. Matching between demand and supply 5. Preparing action plan  1. Assessing current human resources needs It is the first stage of human resource planning process. It concerned with getting information about human resources who are currently working in the organization. Human resource needs are assists through human resource information system, human resource inventory and job analysis. Human resource information about the current human resources working in the organization. Human resource inventory provides a detail data bank of all human resources working in the organization whereas, job analysis explain about the types of job to be done  and human quantity an...