Overview

In many organizations, a variety of tasks is often assigned to an individual on a somewhat arbitrary basis and that becomes a "job". This often random assignment of tasks can create many inefficiencies which result in low employee morale and low productivity. There is however a systematic and rational method of creating jobs so that the desired efficiencies are created. This process involves job analysis and job design. This course therefore seeks to emphasize the importance of analyzing the processes which forms a single task as well as ways and means to design tasks and jobs which will motivate the employee. Strictly defined, compensation refers to the financial returns and tangible benefits which employees receive as part of the employment relationship. Perceptions of compensation vary however for the major stake-holders and an understanding of the contrasting perspectives are also critical to the effective management of the system. The potential for using the compensation system to influence employee's attitudes and behavior needs to be recognized as a vital source for achieving a competitive advantage. GENERAL OBJECTIVESTo give students a solid foundation in performing job analyses and job designs To provide students with the foundation to recommend and implement compensation plans for employees of various levels in the organization.COURSE LEARNING OUTCOMES On successful completion of this course students should be able to: List the basic elements of a job analysis programIdentify the main methods in job analysisApply the main data collection techniques used in a job analysesOutline the main elements of a job description and job specification Discuss the uses of job descriptions Cite the legal requirements of a job description Explain the concept of job specialization/enlargement/rotation/enrichment Discuss how a job design affects employee motivation and abilityCite various methods of designing motivating jobs Explain the role of ergonomics in job design Discuss the strategic issues surrounding monetary compensation Outline how to develop an internal pay structure Explain the role of job analysis and job evaluation in developing an internal pay structureOutline and discuss the factors influencing external competitivenessDesign a basic salary survey Conduct a basic salary survey Conduct a basic analysis of salary survey results Suggest how the analyzed salary survey results can be usedDescribe how to combine the internal wage structure and external wage information to arrive at pay rangesDiscuss the connection between pay and motivationUPDATE: THERE IS NO ASSIGNMENT ATTACHED TO THIS COURSE.

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