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 OBJECTIVES

1. To give students a solid foundation in performing job analyses and job designs

2. 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:

1. List the basic elements of a job analysis program

2. Identify the main methods in job analysis

3. Apply the main data collection techniques used in a job analyses

4. Outline the main elements of a job description and job specification

5. Discuss the uses of job descriptions

6. Cite the legal requirements of a job description

7. Explain the concept of job specialization/enlargement/rotation/enrichment

8. Discuss how a job design affects employee motivation and ability

9. Cite various methods of designing motivating jobs

10. Explain the role of ergonomics in job design

11. Discuss the strategic issues surrounding monetary compensation

12. Outline how to develop an internal pay structure

13. Explain the role of job analysis and job evaluation in developing an internal pay structure

14. Outline and discuss the factors influencing external competitiveness

15. Design a basic salary survey

16. Conduct a basic salary survey

17. Conduct a basic analysis of salary survey results

18. Suggest how the analyzed salary survey results can be used

19. Describe how to combine the internal wage structure and external wage information to arrive at pay ranges

20. Discuss the connection between pay and motivation

UPDATE: THERE IS NO ASSIGNMENT ATTACHED TO THIS COURSE.