Benefits of Job Rotation
February 12, 2025
Introduction We have discussed the performance appraisal process in earlier articles. In this article, we discuss the performance appraisal interview and its importance in the performance appraisal cycle. The performance appraisal interview is the first round in the performance appraisal process and this is the round in which the manager communicates his evaluation of the […]
Organizations are increasingly facing the heat of attrition, which is not good to health of the same. Money and resources are spent into training an individual for a particular job and when he/she leaves the return on that investment equals null. Often it is not for the money that people leave; that may be the […]
Employees need to be trained on a regular basis to acquaint them with the latest developments, technologies, softwares and make them ready for unforeseen circumstances. Employee training manuals are small handbooks which are given to employees by training managers for their future reference. Employee training manual should include relevant information which would help employees enhance […]
With the advent of globalization, organizations – big or small have ceased to be local, they have become global! This has increased the workforce diversity and cultural sensitivities have emerged like never before. All this led to the development of Global Human Resource Management. Even those organizations who consider themselves immune to transactions across geographical […]
The Problems of Demanding Workplaces Contemporary workplaces are very demanding in terms of the physical and mental toll they extract from the employees. With ever-increasing competition among businesses and scarce resources, organizations demand more from the employees who perceive it as asking too much for too less. Also, longer working hours, the need to be […]
Job analysis is the process of identifying and determining in detail contents of a particular job, thereby, clearly defining duties, responsibilities, accountabilities, and skills associated with the job. An important aspect of job analysis is that the analysis is conducted of the job, and not of the person. The process of job analysis results in two sets of data:
Job evaluation, on the other hand, specifies the relative value or worth of each job in an organization.
An organization undertakes the task of job analysis and evaluation for one or many of the following purposes:
An organization can appoint internal HR Specialists or take service of an HR Consulting Firm to carry out the project of job analysis and evaluation with the aim of meeting the pre-determined purposes as mentioned above. However, external HR Consultants are beneficial for their expertise and independent views.
The systematic process of job analysis and evaluation followed by the firm includes:
The various methods by which an HR Consultant can obtain the information for job description and job specification are:
Job evaluation is done by any of the following methods:
The outputs of job analysis and evaluation are then aligned to the purpose of the project. This requires the HR Consultants to interpret the changes required in the existing job/pay and suggesting the improvements, as required. HR Consultants also advice on smooth incorporation of these changes to enhance efficiency and effectiveness of the organization.
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