Line & Staff Aspect of HRM

Authority: The right to make decision, direct others work and give orders. Line Manager: A manager who is authorized to direct the work of subordinates and responsible for accomplishing the organization goals. Staff Manager: A manager who assists and advise line managers. HR managers are generally staff managers. They are responsible for assist and advice other line managers in issues related to HR.

Scope of HR Manager
Line authority: direct his own department & other service area. Implied authority: authority because of virtue of others. Ex: direct access with top mgt. Functional Control: as a coordinator of personnel services. Employee advocacy

 Human Capital: the knowledge education training, skill and expertise of a firms worker. Value chain analysis

Human Resource Information System

Interrelated components working together to collect, process, store and disseminate information to support decision making, coordination, control, analysis and visualization of an organizational human resource management activities.

Job Analysis
The procedure for determine the duties and skills requirement of a job and the kind of person who should be hired for it. Means Job description & Job specification

Job description
A list of a jobs duties, responsibilities, reporting relation ship, working condition and supervisory responsibilities- one product of a job analysis. Such as- Job title, Location, Job summary, Duties, Machines, tools and equipments, material and forms used, supervision given or received, working condition, hazards.

Job Specification
A list of jobs human requirement that is the requisite education, skills, personality and so on another product of a job analysis. Such as- education, experience, training, initiative, physical efforts & skills, communication skills etc.

Uses of Job Analysis

Recruitment & Selection Compensation Performance appraisal Training Discovering Unassigned Duties

Steps in Job Analysis

Strategic Choice- (Determine the data needed & collection method for it) Review Relevant back Ground (Organization chart & Process Chart) Select Representative Position Collect the job related data & analyze it Verify the information with worker or supervisor Job Description & Job Specification

Process Chart
Input from Plant manager In put from Suppliers

Job under Study Inventory Control clerk

Information Out put to Plant manager

Inventory Out put to Plant Manager

Methods Of Collecting Job analysis Information

Interview Questionnaire Observation Participant Dairy

Methods of Collecting Job Analysis Information: The Interview

Information sources
Individual employees Groups of employees Supervisors with knowledge of the job

Interview formats
Structured (Checklist) Unstructured

Advantages
Quick, direct way to find overlooked information.

Disadvantages
Distorted information

Methods of Collecting Job Analysis Information: Questionnaires

Information source
Have employees fill out questionnaires to describe their jobrelated duties and responsibilities.

Advantages
Quick and efficient way to gather information from large numbers of employees

Questionnaire formats
Structured checklists Opened-ended questions

Disadvantages
Expense and time consumed in preparing and testing the questionnaire

Methods of Collecting Job Analysis Information: Observation

Information source
Observing and noting the physical activities of employees as they go about their jobs.

Advantages
Provides first-hand information Reduces distortion of information

Disadvantages
Time consuming Difficulty in capturing entire job cycle Of little use if job involves a high level of

Methods of Collecting Job Analysis Information: Participant Diary/Logs

Information source
Workers keep a chronological diary/ log of what they do and the time spent in each activity.

Advantages
Produces a more complete picture of the job Employee participation

Disadvantages
Distortion of information Depends upon employees to accurately recall their activities

Writing Job Description

Job identification Job summary Responsibility and duties Authority of incumbent Standard of performance Working Condition Job Specification

Writing job Specification

Specification for Trained Personnel : Focus on traits like length of previous service, quality of relevant training, and previous job performance. Specification for Untrained personnel: Focus on physical traits, personality, interests, or sensory skills that imply some potential for performing or for being trained to do the job. Specification based on Judgment Specification based on statistical analysis

Techniques of Job design

Job enlargement: Assigning workers same level activities thus increasing the number of activities they perform. Job enrichment: Redesigning jobs in a way that increasing the opportunity for the worker to experience feeling or responsibility, achievement, growth & recognition. Job Rotation: Systematically moving workers from one job to another.

Techniques of Job design

Dejobbing:Broadening the responsibilities of companys job & encouraging the employees not to limit them selves to what's on their job description.

Why Managers Are Dejobbing Their Companies

Internal factors leading to dejobbing
Flatter organizations Work teams

External factors leading to dejobbing.

Rapid product and technological change Global competition Deregulation, Political instability, Demographic changes

 Thank you.