HRM 3

Job Rotation

- Periodically assigning employees to alternating jobs or tasks.

Job Enlargement

- Increasing the number of tasks performed (i.e. increasing the scope of the job), done only on the horizontal level. Thus, the job remains the same, but becomes of a larger scale than before.

Job Simplification

- The complete job is broken down into small subparts: this is done so that employee can do these jobs without much specialized training.

Job Enrichment

- A motivational technique which emphasizes the need for challenging and interesting work. It suggests that jobs be redesigned so that intrinsic satisfaction is derived from doing the job.

Job Identification

- It includes the job title, alterative title, department, division, and plant and code number of the job.

Social Environment

- In this part the size of work group, interpersonal interactions required to perform the job and development facilities are mentioned.

Duties and Responsibilities

- This is the most important phase of job description and should be prepared very carefully. It describes the duties to be performed along with frequency of each major duty.

Supervision

- Under it is given number of persons to be supervised along with their job titles, and the extent of supervision involved -general, intermediate or close supervision.

Working Condition

- The working environment in terms of heat, light, noise, dust and fumes etc, the job hazards and possibility of their occurrence and working conditions should also be described.

Relation to Other Jobs

- It describes the vertical and horizontal relationships f work flow. It also indicates to whom the jobholder will report and who will report to him. It gives an idea of channels of promotion.

Job Summary

- Describes the contents of the jobs in terms of activities or tasks performed. Primary, secondary and other duties to be performed on the job should clearly be indicated separately.

Machine

- Tools and equipment define each major type or trade name of the machines and tools and the raw materials used.

Flexible Work Schedule

- Employees working on a this alternate schedules set their working hour on a daily or weekly basis.

Part-time Work

- It refers to any work schedule that is less than full-time in a workweek (meaning less than the usual 40 hours a week)

Project Work

- Some organizations engage workers for short-term * contract assignments, a project venture involves a contract with a termination period.

Compressed Workweek

- In this arrangement, employees work longer hours in fewer days. An example would be to work for only four day a week but to render services or 10 hours a day instead of 8 hours a day.

Job Sharing

- Two individuals share the same job. The particular * pair share one job description and one workspace.They mutually agree to divide the workload.

Seasonal Work

- This employment applies "where the work or service to be performed is seasonal in nature and the employment is for the duration of the season.

Flextime

- Employees still need to work full time. However, instead of the usual 8am to 5pm work schedule as the usual practice), employees may opt to start earlier (7am to 4pm) or later (9am to 6pm)

Job Analysis

- The process of studying and collecting information * relating to the operations and responsibilities of a specific job.

Job Description

- An organized, factual statement of duties and responsibilities of a specific job. It is a standard of function, in that defines the appropriate and authorized content of a job.

Job Specifications

- This states the minimum acceptable qualifications * that the incumbent must possess to perform the job successfully.

Job Design

- A systematic attempt to organize tasks, duties, and * responsibilities into a unit of work to achieve a certain objectives

Job Evaluation and Compensation

- The worth of a job is determined on the basis of job characteristics and job holder characteristics. Job analysis provides both in the forms of job description and job specification.

Placement and Orientation

- Job analysis helps in matching the job requirements with the abilities, interests and aptitudes of people. Jobs will be assigned to persons on the basis of suitability for the job.

Recruitment and Selection

- Job analvsis provides vou with information on what the job entails and what human requirements are required to carry out these activities.

Performance Appraisal

- Through job analysis industrial engineers and other * experts determine standards to be achieved and specific activities to be performed.

Organization and Manpower Planning

- It is helpful in organization planning, for it defines labor in concrete terms and coordinates the activities of the work force, and clearly divides duties and responsibilities.

Employee Counseling

- Employees who are unable to cope with the hazards and demands of given jobs may be advised to opt for subsidiary jobs or to seek premature retirement.