Job Design CaseEssay Preview: Job Design CaseReport this essayJob Design would be the process where the management or Human Resource (HR) decides the content of a job in terms of the duties and their responsibilities. It creates the way how the job has to be carried out in terms of techniques, systems and procedures. It also determines the how the relationship should exist between the job holder, the supervisors, subordinates and colleagues. Job design is concerned with changing, modifying and enriching jobs in order to capture the talents of employees while improving the overall performances. It is more concerned on the productivity of the employees and satisfaction. The purpose of job design would be how job is to be performed, who is going to perform it, and where would be the destination it is going to be performed. Job design would ask the person how he feels about his work and how much decision making the employee possesses. It also builds the interpersonal relationships. Job designs function would be to meet the organizational requirements like productivity, efficiency, quality of product and to satisfy the needs of the individual employees like interests, challenges, achievement or accomplishment.
Job Analysis helps people do their jobs and what is required in order to do the job pleasingly. It identifies the duties that define a job. Job analysis is based on 4Rs. “Right Person, Right time, Right Work and Right Place.” It is the basis of all human resource activities. Job analysis is the foundation of every other area of HR for job evaluation as well as the procedure for setting salary scales. The gathering, documenting and analyzing data about the work is considered as Job Analysis. The job analysis includes the position analysis, questionnaires with generalized human behavior, interviews, task inventories, fundamental job analysis and the job element methods. The main purpose of job analysis is to provide the clear view of what the job is not the person performing the job. It provides fundamental information to support all the HR activities. Job analysis helps in recruitment training, development, performance management and the planning.
Job Analysis in Human Resources is based on 4Rs.Job analysis is based on 4Rs.Job is a tool that provides a concise tool to assess an individual’s HR needs and provide the necessary information. Job analysis has the added benefit of a reliable data collection tool. Job analysis has the added benefit of providing clear and concise information so employers can tailor their product. Job analysis provides both a complete job description and a job analysis that explains both the work and human resource needs for a particular company in the organization. Job analysis may be used for recruitment training, development, research and development, quality management, job security, employee development, etc. to name a few! Job analysis is also used for developing and improving HR programs and human resources applications. It allows all the employees of the company to easily and accurately identify their responsibilities and job responsibilities. In order to help employees in HR, employers can use the information on Job Analysis to improve the human resource management and decision-making system of the company and its companies. And this information is gathered using a highly advanced statistical methods. Job analysis includes questions about the work and the human resource needs of the company, the organization, job responsibilities and the various types of tasks undertaken, the work hours being assessed or the amount of time being spent on the job. With Job Analysis there is a simple and elegant way for a human being to know that their HR work is fulfilling their HR requirements and their HR time needs. From Job analysis the employer can focus on fulfilling their HR needs on their own time as well as ensuring that the employee understands and accepts the work done by the HR department. It is the job of the HR department to provide a clear and concise picture of the HR team with the relevant information from the human resources department. Job analysis also allows the employer to gather in the person of the employee as needed information from a number of key stakeholders and stakeholders, such as: The organization, and the organization leaders, employers, and employees. It provides the information about the HR team members including the team members, responsibilities, team activities, and human resources needs of the company and as well the information about how the HR team works for the company. In the course and as a result we have a more complete and concise method for performing HR assessment. Every human resources HR department has a human resources account and as long as the current user is responsible for reporting that information in their personal account. Human resources information is always recorded for specific job tasks including those that could have an adverse consequence on their ability to perform HR tasks. Job analysis is the main tool for human resources management and the HR department. This way, an employee knows his HR time needs, the responsibilities of the HR person, the work schedule, and various related HR tasks, and that his HR time is also allocated for a specific HR task. This allows the employees of the department to choose to fulfill their HR task duties in a way that helps the company and society. Job analysis for hire also provides the HR department with a comprehensive job information which includes detailed information about the HR requirements of the company for the specific job assigned to it.