HRM BBA 4th Sem Job Enlargement
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Transcript of HRM BBA 4th Sem Job Enlargement
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Job Job classificationclassification isis aa schemescheme ofof
classifyingclassifying aa job job accordingaccording toto thethe
currentcurrent responsibilitiesresponsibilities andand dutiesdutiesassociatedassociated withwith thethe job job..
ItIt isis differentdifferent thanthan job job design,design, inin thatthat
thethe personperson assignedassigned toto thethe job job isis notnottakentaken intointo considerationconsideration.. Jobs Jobs areare
classifiedclassified withwith thethe purposepurpose ofof studyingstudying
jobs jobs inin aa holisticholistic perspectiveperspective..
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To help in recruitment and selection bydefining significant qualification standards
To help in designing and developing
standards for performance and appraisals Allocating responsibilities aligned to the
company mission and vision and those thathelp in the realisation of organisations
business plans and strategies Identification of career and growth paths in
organisations
Establish standards for compensation
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A job classification system cannot be usedfor positions which do not match in terms
of their duties and responsibilities
Instead it is used to group positions thathave similar duties and responsibilities,
require same qualifications, experience and
training interventions It is beneficial in recruitment, selection and
compensation in a standard way across the
whole organization.
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The most important aspect of job
classification is that it is based upon
the objective aspects of the job anddoes not take into consideration the
person assigned, the skills and the
performance levels for the job
Instead factors like scope and level
of responsibilities and duties,decision making authority and its
relationship to other jobs is taken
into consideration
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The flip side of this is that it may affect
employee productivity or performance and
their reporting relationships. People resourcesmay be redeployed and employees may find it
difficult to adjust with the new people
environment, affecting the performance dueto change in benchmark standards.
Then again in certain cases the productivity
may increase in case of certain employees anddecline in case of others depending upon how
these employees deal with the stressors.
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Many organizations use the tools of
job balance assessment andcompetency matrix assessment for
dealing with the changes associated
with job classification. These toolshelp in aligning the employees with
changes in the external
environment such that theirproductivity levels are enhanced
and not otherwise.
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Job enlargement
It means increasing the scope of
a job through extending the range of its
job duties and responsibilities generallywithin the same level and periphery.
This contradicts the principles
of specialization and the division oflabour whereby work is divided into
small units, each of which is performed
repetitively by an individual worker
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JOB ROTATION
A job design technique in
which employees are movedbetween two or more jobs in a
planned manner. The objective is
to expose the employees to
different experiences and wider
variety of skills to enhance jobsatisfaction and to cross trait
them
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