Ppt

Nagindas Khandwala College of Management

Studies

(CH: 3 Job Analysis, Job Evaluation, Job Design)

Q.I. FILL IN THE BLANKS:

1. Ergonomics is concerned with designing and shaping jobs to fit the employee characteristics and physical abilities.

2. Further work can be done in Analytical method of job evaluation.

3. Job specification designates qualities required for an acceptable performance.

4. Functional job analysis is worker oriented job analytical approach.

5. Job design is the division of total tasks to be performed into manageable and efficient units.

FILL IN THE BLANKS:(Contd...)

6. Job evaluation ascertains worth of employees.

7. Autonomy refers to freedom given to employees.

8. Job analysis assess what employees are doing.

9. PAQ contains 194 number of job elements.

10. Job holders are ranked through performance appraisal.

Q.II MATCH THE FOLLOWING:

A B(Answer)

1. Job analysis Performance appraisal

2. Position Personal

3. Dry promotion Job enlargement

4. Job description Describe the job

5. Qualitative method Dairy method

6. Quantitative method MPDQ

7. Ranking method Hard to measure the whole job

8. Self directed teams New product or a centre

9. Job Impersonal

10. Work flow Organisational factor

TRUE OR FALSE WITH REASONS :

1) Ranking method is better than point ranking method. Ans. False

Ranking method does not indicate the difference between the jobs

In point ranking method each job is evaluated separately In point ranking method - serious of rating scale is

constructed - analytical approach - criteria defined - quantitative approach for

each job Ranking method - subjective judgement

- unsuitable for large company and complex organisation structure

TRUE OR FALSE WITH REASONS (Contd…):-

2) Job design affects employee’s productivity, motivation and specification.

Ans. True

Job design is division of total task to performed into manageable and efficient unit.

Critical impact From an organisation perspective, the way tasks &

responsibilities are grouped can affect the productivity & cost. Employee motivation and job satisfaction Thoughtful design of a jobs can help both the organisational

productivity & employee satisfaction.

TRUE OR FALSE WITH REASONS (Contd…):-

3) Lowest grades cover job requiring lowest physical work.

Ans. False

Grading is based on the job as a whole. Job grades are arranged in the order of their importance in

the form of a schedule. The lowest grade may cover jobs requiring greater physical

work under close supervision, but carrying little responsibility.

Each succeeding grade reflects a higher level of skill and responsibility, with less and less supervision.

Lowest grades cover jobs requiring greater physical work as the worker here is ensured to do physical activities more than the mental activities and has less responsibility.

As the responsibility increases the grades increase.

TRUE OR FALSE WITH REASONS (Contd…):-

4) In job evaluation job holders are ranked, not the job.

Ans. False

Job holders are rated through performance appraisal.

Job is rated, keeping in view such factors as responsibility, qualification, experience and working conditions required for performance of the job.

A job is rated before the employee is appointed to occupy it.

The purpose of performance appraisal is to effect promotion, offer reward, assess training needs.

If job holder are ranked than person to person responsibility, qualification, experience and working condition are also required for the performance of the job.

TRUE OR FALSE WITH REASONS (Contd…):-

5) Movement of employees from one job to another is called as job rotation.

Ans. True

• Job rotation refers to moving employees from job to job

• When activity is no longer challenging the employees would be moved to another job

• Employees with a wide range or skills give the management more flexibility

• According to herzberg, job rotation is merely “substituting zero for another zero”.

Q.IV SHORT NOTES:-1) Explain the method of job evaluation ?• Non-Analytical method• Ranking Method• Simplest and most Inexpensive• Worth of Job on the basis of title and contents• Job is not broken down in to sub element• Job are compared and placed• Hard to measure whole job

• Job-Grading / Job-classification method• It is based on Job as whole• There is yard stick in the form of job classes or grades

• Analytical method• Point-ranking Method• Starts with selection of job factor, construction of degree,

assignment of points• Different factor are selected for different job• Job is split into a number of factors

• Factors comparision method• Begins with the selection of factor• The factor are assume to be constant for all the job comparision

Q.IV SHORT NOTES(Contd...):-

2) Uses and purpose of job analysis.

Job Analyses

Job Description

HRP

Recruitment & Selection

Training & Development

Job Evaluation

Remuneration

Performance Appraisal

Personnel Information

Safety & Health

Job Specification

Q.IV SHORT NOTES(Contd...):-

3) Explain the factors affecting job design.• Organisational Factors• Characteristics of task• Work flow• Ergonomics• Work practices

• Environmental Factors• Employee abilities and availabilities• Social and cultural expectations

• Behavioural Factors• Feedback• Autonomy• Use of abilities• Variety

Q.IV SHORT NOTES(Contd...):-

4) Explain the quanlitative method of collecting data analysis.

• Observation• Interview• Questionnaire• Checklist• Technical conference method• Dairy method