HRM (L3-Midterms)

• (L3) aims to maximize human potential by ensuring clear understanding of job roles and expectations.

  Human Resource Management (HRM)
• (L3) leads to job descriptions and specifications, essential for role clarity. 


  Job Analysis
• (L3) organizes tasks to achieve objectives, integrating work content and qualifications.

  Job Design
• (L3) is an important field that aims to help companies make the best use of their employees and maintain a good relationship between employers and workers.

  Human Resource Management (HRM)
• (L3) Two key processes in HRM

  • job analysis

  • job design
• (L3) is the procedure through which you determine the duties and nature of the jobs and the kinds of people(in terms of skills and experience) who should be hired for them.

  Job Analysis
• (L3) It provides you with data on job requirements, which are then used for developing job descriptions (what the job entails) and job specifications (what kind of people to hire for the job).

  Job Analysis
• (L3) Who said that “job analysis the process of studying and collecting information relating to the operations and responsibilities of a specific job.”

  Edwin B. Flippo
• (L3) What are the immediate products of the analysis?

  • job description

  • job specification
• (L3) is a summary of the duties, tasks, and responsibilities an employee will need to perform in the job.

  Job Description
• (L3) is a list of the key qualifications, skills, experience and knowledge required to perform the job.

  Job Specification
• (L3) Who said that “Job design is the development and alteration of the components of a job (such as the tasks one performs, and the scope of one’s responsibilities) to improve productivity and the quality of the employees’ work life."

  Jon Werner and DeSimone
• (L3) is an attempt to create a match between job requirements and human attributes. It involves organizing the components of the job and the interaction patterns among the members of a work group.

  Job Design
• (L3) provides criteria and expectations to recruit the right candidates

  Job Analysis
• (L3) offers structure and content to train employees.

  Job Design
• (L3) 4 Types of Job Design

  • job enrichment and enlargement

  • job rotation

  • job description and specification

  • job evaluation methods
• (L3) is a strategy used to motivate employees by giving them increased responsibility and variety in their jobs.

  Job Enrichment
• (L3) It is the idea is to allow employees to have more control over their work.

  Job Enrichment
• (L3) When and who developed the concept of Job Enrichment?

  American Psychologist Frederick Hertzberg in 1950's
• (L3) What are the two-factor theory based on Frederick?

  • Hygiene Factors

  • Motivators
• (L3) are those job factors which are essential for the existence of motivation at the workplace. These do not lead to positive satisfaction for the long-term. But if these factors are absent/if these factors are non-existent at the workplace, then they lead to dissatisfaction.


  Hygiene Factors
• (L3) It is also called dissatisfiers or maintenance factors.

  Hygiene Factors
• (L3) These are factors that satisfy higher-level needs such as recognition for doing a good job, achievement, and the opportunity for growth and responsibility.

  Motivators
• (L3) These factors are called satisfiers.

  Motivators
• (L3) Bases Techniques of Job Enrichment

  • Freedom in decisions • Assign a natural work unit to an employee. • Encouraging participation

  • Allow the employee to set his own standards of performance.

  • Minimize the controls to provide freedom to the employees.

  • Make an employee directly responsible for his performance.

  • Encourage participation of employees in deciding organizational goals and policies.

  • Introducing new, difficult, and creative tasks to the employees.

  • Expand job vertically

  • Sense of achievement
• (L3) Advantages of Job Enrichment 


  • It enriches the role. • Job enrichment is the most widely used job design as it provides a meaningful learning to employees. • It makes the work interesting, and employees get motivated.

  • It increases the skills of the employees.

  • It increases morale and performance.

  • Reduce Boredom and dissatisfaction.
• (L3) Disadvantages of Job Enrichment

  • Increase cost • Imposed on people. • Pay dissatisfaction.

  • Need more employee counseling, training, and guidance.

  • Negative impact on personnel.

  • Objected by unions
• (L3) Another means of increasing employee’s satisfaction with routine jobs is _ or increasing the number of tasks performed. 


  Job Enlargement
• (L3) It is a job design technique that adds activities or tasks to existing roles. It tries to eliminate short job cycles that create boredom. The scope of the job is increased because there are many tasks to be performed by the same worker.

  Job Enlargement
• (L3) Advantages of Job Enlargement

  • Increase in diversity of jobs • Job satisfaction • Teaches a variety of skills and helps career growth.

  • Earn a higher wage.

  • Reduces tension and boredom.

  • Trains and develops more versatile employees
• (L3) Disadvantages of Job Enlargement

  • Job creep • Increased training levels and costs. • Increased stress

  • Increasing frustration of the employees.
• (L3) is the workplace practice of shifting employees to other roles or departments on a temporary basis. The goal is to diversify employees’ skills, expose them to new situations and enhance their knowledge of the organization. This helps employees understand the ins and outs of each job function and how they relate to each other.

  Job Rotation
• (L3) Advantages of Job Rotation

  • Improved employee learning and development. • Satisfaction & attrition • Employee replacement.

  • Helps you identify where employees work best.
• (L3) Disadvantages of Job Rotation

  • Inefficiencies • Lack of opportunity • Lower productivity

  • Could end up with disgruntled employees.
• (L3) 3 ways of implementing a Job Rotation Program

  • Set Goals

  • Create Guidelines

  • Analyze it
• (L3) usually includes details about the formal requirements for someone to be hired for a job. This can include education, experience, skills and other characteristics that can be mandatory or preferred.

  Job Specification
• (L3) What is the purpose of Job Specification?

  To ensure candidates know what is expected of their background and skills when applying for a position.
• (L3) What is the benefits of Job Specification?

  • It can help make sure candidates know what is required of them before applying.

  • They can use this information to develop a resume and cover letter.

  • It can also serve as a useful benchmark for hiring managers when evaluating.
• (L3) usually includes details about the job to be done by whoever is hired. This can include the job title, location, work conditions, a summary and sometimes supervisor details.

  Job Description
• (L3) What is the purpose of Job Description?

  To explain to candidates the tasks they'll be performing if hired.