Job Design

Job design can be defined as the function of arranging tasks,duties & responsibilities into an organizational unit of work for the purpose of accomplishing a certain objective.

An organizational unit of work is a job.Job is composed of 3 main components.

1.  Tasks
      A task is a series of motions & is a distinct identifiable small work activity.

2. Duty
      A duty is a series of tasks & is a larger work segment.

3. Responsibility
     Is the obligation of performing the entrusted tasks & duties successfully.

Significant Of Job Designing

It affects overall individual job performance .It has a direct impact on efficiency, effectiveness, productivity, satisfaction, health & development of the employee.Inappropriate job design results in lower productivity higher employee turnover many grievance,many industrial conflicts & higher absenteeism.

Techniques Of Job Designing

1. Scientific Technique
    This technique derived from scientific management.Basic objective of this technique is to maximize the organizational productivity by maximizing employee efficiency. Acquiring a maximum output by reducing time effort & expenditure required to finished the task or duty as much as possible.

2. Job Enlargement
    Increasing the scope of a job by including new related duties in addition to the current duties involved.

3. Job Enrichment
    Increasing the depth of the job by expanding authority & responsibility for planing, doing & controlling the job.

4. Job Rotation
    Is shifting an employee from one particular job to another without limiting the employee to do a particular job only.

Elements Of Job Design

• Efficiency Elements

1. Devision of Labour
2. Standardisation
3. Specialization

• Behavioral Elements

1. Skill variety
2. Task identity
3. Task significance
4. Autonomy
5. feedback

Job Characteristics Model

1. Division of Labour
    Breaking job into their smallest component & employing seperate person to do each part seperately.

2. Standardisation
    The one best way to do a certain job task or duty with a more simplicity & at a lower cost.It is discovered through work study & work measurement & having accepted it every person follows.

3. Specialization
   An employee's concentration on one particular type of work so that the employee acquires an expertise in that type of work.

4. Skill Varity
    The extend to which the job requires use of different skills.

5. Task Identity
    The extend to which the job involves doing some complete piece of work.

6. Task Significants
    The extend to which the job has an impact on other people's work.

7. Autonomy
    The degree of Independence & freedom the job holder has.

8. Feedback
    The extend to which clear information of results in respect of individual efficiency & effectiveness is provided.

Objectives Of Human Resource Management & Activities of HRM (Functions)

 Objectives Of Human Resource Management

1. To procure right people at the right time to do the right job.

2. To retain more appropriate employee withing the organization.

3. To get & improve employee commitment.

4. To motivate employees.

5. To control the cost of employees.


Activities of HRM (Functions)

1. Job Design

2. Job Analysis

3. Human resource planing

4. Recruitment

5. Selection

6. Hiring

7. Introduction (Orientation)

8. Performance Evaluation

9.  Pay Management

10. Training & Developing

11. Employee Movement (Transfers,Promotion,lay-offs, separations) 

12. Welfare Administration

13. Safety & Heath Administration

14. Discipline Administration

15. Grievance Handling

16. Labour Relations

Strategic Goals Of Human Resource Management

1. To improve Employee Productivity
        Is the relationship between inputs & outputs.This implys how many units of productions one employee creates for a particular period of time.

Employee Productivity =Employee outputs / Employee inputs

2. Employee Development
        Employee development involves opportunity to accomplish employees personal objectives improvement of their career & enhancement of their competency.

3. To Increase Quality Of Work Life
       All employees have the opportunity of presenting their ideas, suggestions & opinions before making decision which affect them.

4.To Ensure Legal Compliance
      Organization should be utilize so as to confirm to various laws imposed by the government in relation to managing people.
     Ex: Shop & office employee act. 
           Employment  of women,young person & children act.
           Wages boards ordinans.
           Trade union ordinands. 
        

What is Human Resource Management

There are 5 basic functions all managers perform.That is planing, organizing, staffing, leading & controlling.these functions represent the management process.HRM focus on one of these functions.that is staffing.
(Personal Management)
HRM is the process of acquiring, training,appraising & compensation employees & of attending to their labour relations health & safety & fairness concerns.

HRM  is very important to all managers because any manager do not want to make any following mistakes while managing.

•  Hire the wrong person for the job
• Experienced high turnover
• Waste time with useless interviews
• Have your pepole not doing their best

Every manager have to get results through people.

HRM is the efficient & effective utilization of human resources to achieve goals of an organization. 

An  organization means an economic & social entity composed of a group of people who interact with each other for the purpose of achieving common goal.Goal reffers to desired targets to be acheave in future.

Human resource is the most significant resource compared with other resources.

Unique characteristics of Human Resource

1. It is Animate, Active & living
2. It has the ability to think, feel & react
3. It is value appreciates with  the passage of time (Because of experience & training)
4. It has the ability to influence on determining its cost.
5. It has the ability to organize.(unions,team)
6. It is behavior is complement & unpredictable
7. It has the ability of creativity & innovation
8. It makes decisions about all other resources.

Efficient Utilization
      It involves fulfillment of activities by minimizing waste of available human resource as much as possible.It denotes utilization the right employees in the right number at the right cost.

Effective Utilization
     It involves utilization of employees so as to accomplish goals of the organization.

The Generic Purpose Of HRM
     Generic purpose of HRM is to Genericate & retain & appropriate & contended human resource which gives maximum individual contribution to organizational success.

Appropriate means accurate quantity & quality.The employee who process knowledge skills & attitides that are necessary for ataining goals of the organizations.
Contented reffers to being satisfy d & happy.