Submitted By Avishek Drishey Valecha Prateek Yadav Satyendra Singh Verma

WORK FLOW IN ORGANIZATIONS

*Through

work flow design, managers analyze the tasks needed to produce a product or service. specific jobs and positions.

*With this information, they assign these tasks to

*A job is a set of related duties.

*A

A position is the set of duties performed by one person.

school has many teaching positions; the person filling each of those position is performing the job of a teacher.

* Job Analysis is a process to identify and determine in detail

the particular job duties and requirements for a given job.

* It is the study of each and every component of a job.

Purpose of Job Analysis

* Determining Training Needs

* Recruitment & Selection

* Compensation * Performance Appraisal

* Fundamental Purpose of the Job * Work elements in the Job * General importance of each job element * Approximate time spent on each task or specific area of
responsibility

* Scope of the job and its impact on the operation * Inherent authority (formal & informal latitude) * Working Relationships * Specific methods, equipment or techniques that are required for
the job

* Job Climate (Objectives & Work environment) * Job Conditions (Physical effort, hazards, discomfort, chasing of
deadlines, travel requirement, creativity, innovation etc.

* Duties and Tasks * Environment * Tools and Equipment * Relationships * Requirements

Methods of Job Analysis

* Superior interviews * Expert panels * Staff Analysts * Individual Line Manager * Direct Observations * Structured/Job Questionnaires * Position Analysis Questionnaire (PAQ) * A Structured JA checklist that includes 194 items or job elements
used to rate a job. * Information Input * Mental Process * Work Output * Relationships with other workers * Job context and work satisfaction * Other characteristics

Applications of Job Analysis

* Job Description * Job Specification

* Job Evaluation
* Job Design
Job Enrichment Model
Job Characteristics Model

Job Description
*It
*It
is a written statement of duties and responsibilities

that are to be performed by the job incumbent. contains Job title, job identification section, job

duties section.

*Should Employees see their Job Descriptions?

Job Title: Division/Department Salary Grade/Band:

....................................... ....................................... .......................................

Company Job Code: Reports to:

....................................... .......................................

SUMMARY This section provides an overall summary of the job. PRIMARY RESPONSIBILITIES This section provides the primary functions of the job. The responsibilities are usually in order of importance and/or time spent. This list may also be used to define "essential functions" for the purposes of the Americans with Disabilities Act. Therefore, duties listed here should be considered "essential". If an applicant cannot perform most if not all of the essential functions, the applicant will not be considered for the position.

ADDITIONAL RESPONSIBILITIES This section provides additional functions of the job. The responsibilities are usually desired but not required. These duties are not "essential functions"; therefore, even if an applicant can not perform these duties, the applicants will still be considered for the position.

KNOWLEDGE AND SKILL REQUIREMENTS This section provides specific knowledge and skill requirements such as sales techniques, facilitation skills, generally accepted accounting principles, and physical requirements. The number of years experience and/or education requirements are also listed here.

WORKING CONDITIONS This section contains information on working conditions out of the ordinary such as extensive travel, high noise levels, and frequent lifting of over X pounds.

*It

is a written statement of qualifications and the duties and responsibilities

skills an individual must possess in order to

perform contained in the job description.

*It

covers skills required to perform the job and

physical demands the job places upon the

employee performing it.

*Process

of determining the worth of one job in relation to another without regard to personalities. It analyses and assesses the content of jobs, to place them in some standard rank order.

*End Result: Fair and logical remuneration system Systematic and reliable data for working
and salary scales. wage grievances and dissatisfaction output and morale

out wage

* Examination of Job (Job assessment) * Preparation of Job description * Preparation of Job analysis * Comparison with other jobs * Arrangement of jobs in a progression * Relating the progression of jobs to a money
scale (Pricing Job Value)

* Ranking * Classification * Points Rating * Factor Comparison * Limitations Minimum Wages Act (1948), Capacity to

pay, Inter-industry wage variation, Inter-regional wage variation, Collective bargaining agreement etc.

*It is concerned with structuring jobs in order to improve

organization efficiency and employee job satisfaction.

*It

is concerned with changing, modifying and enriching

jobs in order to capture the talents of employees while improving organization performance.

*Enhancing

a job by adding more meaningful tasks and

duties to make the work more rewarding or satisfying.

*It raises self esteem.

* It proposes three psychological states of a job holder. A

motivated, satisfied employee experiences,

* Meaningfulness * Responsibility * Knowledge of results

*Skill Variety *Task Identity *Task Significance *Autonomy *Feedback

Meaningfulness Responsibility Knowledge of results

* It * It

attempts to accommodate the human capabilities and limitations of those who are to perform a job. is concerned with adapting the entire job system the work, the work environment, the machine and equipments and processes to match human characteristics.

* It reduces physical stress and injuries.