Dear All,
I have been entrusted to lead a committee to delve into the process of assigning designations to our employees who work in various capacities on the production floor, in the warehouse, and other departments.
I have formed an interdepartmental team comprising members from HR, Production, Engineering, etc., along with a few employee representatives who are tasked with developing a scientific method for the designation process.
I kindly request the distinguished members of this forum to provide insights into this new area of responsibility for me.
I would appreciate your assistance in outlining the initial steps to bring the team together and establish the process correctly.
Regards,
From India, Bangalore
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I have been entrusted to lead a committee to delve into the process of assigning designations to our employees who work in various capacities on the production floor, in the warehouse, and other departments.
I have formed an interdepartmental team comprising members from HR, Production, Engineering, etc., along with a few employee representatives who are tasked with developing a scientific method for the designation process.
I kindly request the distinguished members of this forum to provide insights into this new area of responsibility for me.
I would appreciate your assistance in outlining the initial steps to bring the team together and establish the process correctly.
Regards,
From India, Bangalore
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Hi, you initiate the process by starting out with defining job profiles, every employee's daily job tasks, as well as requirements. Then, cross-check their basic responsibilities. Finally, prepare an organizational chart based on the job specifications and assign people accordingly.
From India, Delhi
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From India, Delhi
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Dear Radha Krishna,
It is mandatory to start with job analysis and job design, without which, it is difficult to allocate the designation and to define the career path. If you have a full knowledge of the operational process and systems, it will be an added advantage to design the job.
If you already have a copy of their job descriptions, then an analysis of the same has to be made. If not, you should make an attempt to distribute the format for all employees to extract the details required, and then through an individual discussion with the employee, the job description should be finalized.
Then, sitting with the respective department head, we need to allocate the designations based on their profile. It's not a week's job to be done; it requires an understanding of the operations process and systems, better coordination with the departmental heads, sensitivity to understand the pulse of the employees and department heads, etc.
Best of luck for your new assignment.
Regards,
Sundar
From India, Bangalore
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17It is mandatory to start with job analysis and job design, without which, it is difficult to allocate the designation and to define the career path. If you have a full knowledge of the operational process and systems, it will be an added advantage to design the job.
If you already have a copy of their job descriptions, then an analysis of the same has to be made. If not, you should make an attempt to distribute the format for all employees to extract the details required, and then through an individual discussion with the employee, the job description should be finalized.
Then, sitting with the respective department head, we need to allocate the designations based on their profile. It's not a week's job to be done; it requires an understanding of the operations process and systems, better coordination with the departmental heads, sensitivity to understand the pulse of the employees and department heads, etc.
Best of luck for your new assignment.
Regards,
Sundar
From India, Bangalore
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Job Analysis.doc
JOB DESIGN & JOB ANALYSIS.ppt