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Presentation on job design
1. SUBMITTED TO - SUBMITTED BY –SUBMITTED TO - SUBMITTED BY –
DR. AASHISH ARYA SANDEEP KUMARDR. AASHISH ARYA SANDEEP KUMAR
MBA II Sem.MBA II Sem.
2.
What is Job Design?
Elements of Job Design
Five Core Job Characteristics
Approaches to Job Design
Tools of Job Design
Current Trends
Summary
Overview
3.
The organization of activities to create the optimum
level of performance.
What is Job Design?
4.
Task Analysis
Worker Analysis
Environmental Analysis
Elements of Job Design
5.
Determines
What tasks will be done
How each task will be done
How the tasks fit together to form a job
Task Analysis
14.
Disadvantages
Increased training costs
Reduced productivity
Demotivates specialists
Job Rotation continued
15.
Job should be reasonably demanding
Employee should be able to continue learning on the
job
Employees need recognition in work place
Employees need to relate what they produce to their
social life
Social Technical System
16.
Process Flowchart
Motion Study
Work measurement
Stopwatch time study
Standard elemental times
Work Sampling
Learning Curve
Tools of Job Design
18.
Job design can help your firm find the most
efficient way to operate
Job design can improve the quality of work
life and satisfaction for your employees.
This leads to a smoother running, more
profitable business
Summary
Hinweis der Redaktion
Skill Variety:Requirements for a variety of personal competencies to do the job.
Task Identity:Doing a task from beginning to end with a visible outcome.
Task Significance:Perceptions of the job having a significant impact on others’ lives
Autonomy:Extent of empowerment and freedom of employees
Job Feedback:Provision of direct and clear performance information as a result of doing the job which increases performance awareness
Scientific Management involves breaking down jobs into elemental activities and simplifying job design. Encourages specialization and mass production. Tries to reduce decision making by workers.
Job Enlargement expands the number of tasks being performed, often combining a series of tasks previously performed by two or more employees. Horizontal enlargement.
Job Enrichment tries to improve task efficiency and satisfaction by adding more challenging and responsible work so the employee feels a greater sense of achievement. Also provide an opportunity for individual advancement and growth. Vertical enlargement.
Job Rotation increases task variety by systematically moving an employee from one job to another.
Sociotechnical Approach aims to design a job that is satisfying to both the technical system and the accompanying social system.
Example of increase scope sort & deliver
No Challenge: 1 bad job or disliked job becomes 3 bad jobs.
Process Flowchart:A chart using special symbols that documents the steps of a job including wait time and work time.
Motion Study:Used to select the sequence of motions that is the most efficient sequence for the task.
Work Measurement:
Stopwatch time study: Use stopwatch to study a worker doing a job and then set a standard time using the results.
Standard elemental times:Use accumulated data to determine standard time for a job with a built in allowance for unavoidable delays in work.
Work Sampling:Estimates the amount of time an employee or machine spends on various activities
Learning Curve:Is a graph that illustrates the rate of improvement of workers as they repeat a job
Flextime:Employees must work a set of core hours but can choose when to work flextime by coming in early or staying late
Compressed Workweek:Standard 40-hour, five day workweek is compressed. Most popular form is four ten-hour days.
Job Sharing:Two or more employees share and divide responsibilities
Telecommuting:Employee works at home office or away form the office via personal computer, cell phone, and/or fax