Johanna Shikongo Cell:

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Trevor Fleming
6 years ago
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1 Johanna Shikongo Cell:

Describe the job description Discuss the design of a job

2 Discuss the different approaches to job design Explain the methods of job design Explain the concept of job analysis Describe the job description Discuss the design of a job description Explain the uses of job description Explain the job specifications

3 What is job design? The process of defining the way work will be performed and the tasks that will be required in a given job Noe et al,. 2003:159. Swanepoel et al. (2000:229) define job design as the way in which work is structured into different tasks and responsibilities required to execute a particular job. It is the definition of what work to be performed, how they are to performed and what authority goes along with the job.

4 employees employers society colleagues customers

5 The ability of the employee Change in Technology Policies of Trade Union Social and Psychological Needs Supply of Potential employees

Job Rotation shifting of an employee from one job to another Job Enlargement increasing the number of and variety of tasks that an individual performs Job Enrichment introducing certain creative and

6 Job Rotation shifting of an employee from one job to another Job Enlargement increasing the number of and variety of tasks that an individual performs Job Enrichment introducing certain creative and new tasks to the existing job of an employee Self-managing teams (autonomous work groups) these are self-regulating teams who work largely without direct supervision. The philosophy on which this technique is based is a logical extension of job enrichment. High-performance work design, which concentrates on setting up working groups in environments where high levels of performance are required.

7 Method Study recording and analyzing the existing methods and proposed methods of work in order to develop more effective ways of doing things Work measurement to measure the time an experienced worker will take to perform a task or job to a pre-determined standard. Ergonomics the study of the relationship between a worker and his or her work

8 It refers to a detailed study of a particular job and its contents from where the job description and job specification can be obtained. Job analysis provides the information to the organization for different purposes such as job design, writing advertisements, the process of recruitment and selection, training and development.

9 There are a number of methods that can be used to obtain information about jobs: Individual and group interviews the job analyst interviews job holders Observations watching employees performing their duties Diaries jobholders record their daily activities in a diary. Questionnaire structured forms to obtain data in job areas are handed out for completion Checklist in job inventories employee and supervisor select tasks that are performed in a job from a comprehensive list Self Reports jobholders write their own job descriptions

10 Analyze the job, not the person Analyze the full scope of the job give a full picture of what the job entails, linkage to other jobs, its complexity and challenges and its contribution to the overall organisational success Do not be judgemental concentrate on the job content, not its appropriateness. Focus on the present status of the job past or future changed must not be included.

11 It is a organized factual statement of the duties and responsibilities of a specific job.

12 Gives employees an understanding of their jobs and standards of performance Clarify duties, responsibilities and authority in order to design the organizational structure Assist in assessing employee performance Assist in the recruitment Assist in the induction process Evaluate jobs for grading and salary administration Provide information for training and management development

13 Job identification job title, department and level in the hierarchy; Scope of job brief description of the scope; Content list of duties, how they are performed and what standards are required; Conditions description of any particular conditions that make it more or less difficult Authority powers to make decisions

14 Once a job description has been defined, the next step is to detail the skills, characteristics and competencies required for this position. It can be defined as a list of the knowledge, skills, experience, abilities and other characteristics that an individual must have to perform a job.

15 The process of determining the value/worth of each job in relation to other jobs in the organization. Purposes: To determine an equitable wage structure within the firm To establish sound wage foundations for incentives and bonus programmes To reduce grievances of labour and labour turnover To increase labour morale and maintain a good relationship between management and labour To serve as a basis for negotiations with the workers union To simplify the rate structure and to establish a definite plan for salary

simplified It helps in deciding wage increases for employees whose performance

16 All jobs are paid according to their relative difficulty Inconsistency in wage rates are minimised Entire wage structure in a firm becomes unified and also simplified It helps in deciding wage increases for employees whose performance justifies them Payment of unequal wages and salaries because of race, sex or religion is eliminated.

17 Analyse and prepare a job description Select and prepare a job evaluation plan Classify jobs Install the programme Maintain the programme

18 Job Ranking the relative importance of the total job is assessed Job classification or grading placement of jobs into job grades or classes Point assessment factors common to most jobs in the organization are identified. Factor comparison jobs are ranked against a number of compensable factors

19 Differentiate between job design, job analysis and job evaluation List five factors affecting job design Discuss the various methods of job analysis Describe briefly the purpose of job evaluation.

Classifications. Financial vs. Non-financial Direct vs Non-direct financial

Classifications. Financial vs. Non-financial Direct vs Non-direct financial Compensation The human resource management function that deals with every type of reward individuals receive in exchange for performing organisational tasks Major costs for organisations Classifications