Sign in via your Institution. You could not be signed in, please check and try again. Sign in with your library card Please enter your library card number. Related Content Related Overviews job evaluation. Show Summary Details Overview factor-comparison method. Reference entries factor-comparison method in A Dictionary of Business and Management 5 Length: words.
View all related items in Oxford Reference » Search for: 'factor-comparison method' in Oxford Reference ». Benchmark jobs should be selected as having certain characteristics.
The jobs are then priced and the total pay for each job is divided into pay for each factor. Slight adjustments may need o be made to the matrix to ensure equitable dollar weighting of the factors. The other jobs in the organization are then compared with the benchmark jobs and rates of pay for each factor are summed to determine the rates of pay for each of the other jobs.
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The selected jobs must represent as many departments as possible. Total views 20, On Slideshare 0. From embeds 0. Number of embeds 5. Therefore while designing job a sensible approach towards the social and cultural conditions of the people need to be taken care of. Behavioural Factors: Behavioural factors are related to human needs.
These needs need to be taken care of while designing the job. It broadly includes:. Feedback: Job design is normally done on the basis of job Analysis. Job analysis requires employee feedback. Basing upon this employee feedback, all other activities take place. Since, many of the employees feel reluctant in providing true feedback because of fear and insecurity, job design gets affected by it. Again employees should also be given proper feedback about his job performance in a positive and constructive manner.
Autonomy: Autonomy is desire of workers to have certain level of freedom to perform his job effectively. Employees may perform poorly due to absence of autonomy.
For which while designing a job, required amount of autonomy is to be provided to the workers, so that they can perform his job optimally and effectively. Variety: A repetitive job is monotonous and bore. Subsequently it leads to generate lack of interest and carelessness on the job. Job Design is basically work arrangement or rearrangement. It aims at reducing or overcoming job dissatisfaction and to curb employee alienation arising from repetitive and mechanistic tasks. Organizations try to raise productivity levels by job design and redesign.
It is a type of non-monetary rewards the organisation offer in form of greater satisfaction and a sense of personal achievement in fulfilling the increased challenges and responsibility of one's work.
Job enlargement, job enrichment, job rotation, and job simplification are the various techniques used in a job design exercise. Job Simplification: - job simplification involves making the job more simplified or specialized one or more user-friendly. A given job is fragmented into small parts and subparts to make it employee savvy. Job Rotation: -- Systematic movement of employees from one job to the other is called job rotation.
The job remains unchanged. The employees performing the job move from one job to the other. As a result of which, an employee gets the opportunity to perform different jobs and become well conversant with different jobs which enriches his skill set, experience and ability to perform different jobs.
Job Enlargement: -Job enlargement refers to expansion of the scope of the job. Many tasks and duties are aggregated and assigned to a single job. It involves clubbing various activities and adding them to the existing job. Clubbing of activities takes place at the same level in the organization. It widens the scope of the job. It is also called the horizontal expansion of job activities and involves the addition of tasks at the same level of skill and responsibility.
Job enlargement is used as a motivational approach by some companies when there are limited opportunities for promotions and growth. Job Enrichment: - Fredric Herzberg is the pioneer of the term Job enrichment. According to him, a few motivators are to be added to a job to make it more rewarding, challenging and interesting. According to him, these motivating factors enrich the job and improve performance. In other words, job enrichment is a method of adding some additional motivating factors to an existing job to make it more interesting.
Job enrichment makes the job rich in its contents, so that an employee will derive more satisfaction while performing it. Job enrichment upgrades job responsibility, its scope and challenge. The motivating factors could be:. Although Job Enrichment increases the responsibility, at the same time it gives a lot of freedom to the employees. Job Enrichment caters the psychological needs and necessities of employees.
A fair degree of power and autonomy makes the job more challenging for employees. Job enrichment is considered as a method of employee empowerment. Job Enrichment helps in improving decision making ability of the employees by asking them to decide on factory layout, method and style of working and so.
Job Enrichment provides opportunities to the employees to take decisions. By which the organisation can able to better identify decision making skill of their employees and mark them for future promotion. This method identifies higher order needs such as ego and esteem needs, self-actualization need of the employees.
These higher order needs can be achieved to a certain degree through job enrichment. Job enrichment could reduce the work load of senior staff. When decisions are taken at junior level, the seniors work load may be reduced. Job enrichment is based on the assumptions that workers have right attitude and complete knowledge to take decision. The real problem arises, when they are not capable of taking decisions. Job enrichment may have negative implications on the employees.
Some of them may feel overburdened when they are required to take decisions. Superiors may feel that, job enrichment over powering juniors. They may feel less powerful, leading towards ego clashes. This method works in certain situations and does not work for such jobs which already have lot of freedom and responsibility.
Job assessor does the job assessment with all Job information. The assessors closely observe and inspect all jobs. If required further more details about the job may be sought from the operators and their supervisors. Periodic re assessment of the job is necessary to keep pace with the changing job content that arises due to technological changes. Methods of job assessment are broadly fall into:.
Job evaluation determines the relative job value within the organisation in terms of points or rankings and in terms of pay levels. The next step is to translate these data into a pay structure through job-co-relation. This is developed by deciding the pay grades and then developing pay ranges for each grade.
To start pricing the job and fitting them into a pay structure calls for translating the points into different job grades. Thereafter jobs have to be grouped as per different pay grades and the result is related with comparable jobs with other companies.
Once jobs are grouped properly, it becomes easier to price each such job group. However, this may not be possible for jobs which are unique in nature. Work study literally implies study of human works.
It concerns with better ways of doing things and to have control over the output of those things by setting standards with respect to time. British Standards Institute defined work study as "a management service based on which method study and work measurement techniques are used in the examination of human work in all its contexts.
It leads to systematic investigation of all the resources and factors that affect the efficiency and the economy of the situation being reviewed, in order to bring improvement". Work study is a generic term for two interdependent techniques, i.
Method Study as per British Standard is defined as "the systematic recording and critical examination of the factors and resources involved in existing and proposed way of doing work.
It serves the purpose of developing and applying easier and more effective methods and reducing costs". The means of improving ways and means of doing things is called method study. The primary purpose of improving methods is to save time, and therefore effort to labour and machinery. Work Measurement on the other hand is defined by the British Standard Institute as "the application of techniques designed to establish the time for a qualified worker to carry out a specified job at the defined level of performance".
Hence work measurement of any job involves, setting of normally expected standard time and effort for the purpose of control. This aspect of setting work standards for comparison, control and other managerial action purposes is termed as work measurement. Work measurement is otherwise known as Time study.
Method study and time study together comprise work study. British Standard Institute define work study as a procedure for understanding and determining the truth about the activities of the people, plant and machineries, identifying the factors which affect their efficiency and achieving economy through their optimum utilisation. In fact, most of the productivity improvement technique ensures productivity optimisation by using existing resources.
In work study technique, human element is emphasised and importance is given to operation rather than to technical processes. The primary objectives of work study are as follows:. Method Study is the technique of systematic recording and critical examination of existing and proposed ways of doing work and developing an easier and economical method.
Method Study is the principal technique primarily aims at eliminating unnecessary movement on the part of material or operatives and by substituting good methods for poor ones to increase productivity.
It is a productivity improvement steps, which helps to produce more with a proportionately less increase in inputs.
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