Class 18. organization development 2 v7.0

Jon Boyes
Employability and Graduate Development
PGDHRM
www.hrspot.co.in
Kolkata | Bhubaneswar | Hyderabad
Best HR Practice Award
Special Achievement Award
(Star Greenbelt of East Six
)Sigma
Best HR Professional Award
HR Champion Award
&AWARDS
ACCOLADES

:ISO 9001 2008 Certified Company

. . .www hrspot co in | ISO Certified | Winner of 8 Service Excellence Awards
Organization Development
Post Graduation Diploma in Human Resource Management
Organization Development 2

HR Admin

The word “Administer” derived from the Latin
word – “ad + ministraire” means care for or
look after people to manage affairs .
Administration is the process in which directs
and guides the operation of an organization
on the establishing aims.
It is the direction, coordination an control of
many persons to achieve some purposes or
objectives.

Nature of HR Administration

 It is universal
 It is holistic
 It is continuous
 It is goal oriented
 It is social and human nature
 It is dynamic
 It is creative or innovative

Elements of Administration

 Planning
 Organizing
 Staffing
 Directing
 Coordinating
 Reporting
 Budgeting

Class Activity

HR Administration Designing
Design 5 administrative strategies for HR Spot. Demonstration of features of
HR Admin should be reflected in the report you will prepare.
Group Activity: 15 min

HRBP

HRBP is Human Resource Business Partner.
HR nowadays is the integral part of
Strategic HR and an integrated part of
Business of the company, directly,
indirectly, actively, passively.

Model of HRBP

 Acts as a single point of contact for HR
 Shares HR and business goals
 Leads difficult HR projects
 Identifies top talents across units
 Design the HR plan for departments
Business Partner

 Runs the effective personnel
administration and payroll
 Provides accurate data to other
departments in the organization
 Ensures the full compliance of HR
procedures and processes
Administration Expert

 Support the business strategy
implementation
 Leads change management
components of cross functional
projects
 Navigates employees through the
change
 Provides guidance and coaching to
managers and employees
Change Champion

 Runs regular employee surveys
 Protect employees and protects their
interest during management
discussions
 Collects and acts on feedback from
employees
Employee Advocate

Strategic HRBP

Drive Business
Imperatives
Enable Decisions
And Management
Serve staff
Automate
Control
Integrated
Talent
Management
Operational HR
Personnel
Department
High Impact HR
Evolution of Human Resources & enabling Technology
Next
Talent Technology
HR ERP Technology
Payroll Centric Technology

TRANSACTIONAL ACTIVITIES
 Administration
 Support
 Payroll
 HRIS
 Training
Phase One Phase Two
HRM Strategic Business Partner
STRATEGIC ACTIVITIES
 Business acumen
 Leadership
 Functional knowledge
 Personal impact
 Driving performance
 Process knowledge
 OD and change
 Consulting
Aligning human resourcing with business strategy for enhanced capability

Strategic HR Activities
Design 10 strategies for overall strategic HR planning for HR Spot. Planning
should be well aligned with the business goal of the organization.

Job Analysis

Systematic analysis of each job for the
purpose of collecting information as to
what the job holder does, under what
circumstances it is performed and what
qualifications are required for doing that
job. Process of studying and collecting
information relating to the operations and
responsibility of a specific job.

Advantages of Job Analysis

 Devising an acceptable wage.
 Proper placement of workers in job.
 Formulating the internal training plan.
 Avoid wage and other discrimination.

Methods of Job Analysis

Components of Job Analysis
Techniques of Job Analysis
 Job Description
 Job Specification
 Personal Observation
 Questionnaires
 Log records
 Personal Interview

 Educational Qualification
 Professional Qualification
 Skills
 Practical Experience
 Physical fitness
 Special qualities required for
performing the job
 Job Title
 Location
 Designation
 Salary
 Gender Preference
 Age Preference
 Reported To & Reported By
Job DescriptionJob Specification

Job Analysis Activities
List down 5 job roles of HR Spot. Do the Job Analysis of each job role.
Design Job Specification & Job Description.

Job Evaluation

Job Evaluation is a systematic way of
determining the value/worth of a job in
relation to other jobs in an organization.
Makes a systematic comparison between
jobs for the purpose of establishing a
rational pay structure

The process of determining how much a
job should be paid, balancing two goals.
Internal Equity: Paying different jobs
differently, based on what the job entails.
External Competitiveness: Paying
satisfactory performers what the market is
paying

Objective of Job Evaluation

 Helps in determining wage
 To ensure equal wages to the jobs of
equal worth or value
 To minimize wage discrimination
based on sex, age, caste, region,
religion etc.
 Helps in the proper placement of
workers in job

Process of Job Evaluation

Methods of Job Evaluation

Qualitative Method
Quantitative Method
 Ranking or Job Comparison
 Grading or Job Classification
 Point Rating
 Factor Comparison
A Job Evaluation committee should be created to decide the best method for the organisation

 Each job is compared with other and
this comparison of jobs goes on until all
the jobs have been evaluated and
ranked
 All jobs are ranked in the order of their
importance from the simplest to the
hardest or from the highest to the
lowest.
Ranking Method

 A job grade is defined as a group of
different jobs of similar difficulty or
requiring similar skills to perform them.
 The grades or classes are created by
identifying some common denominator
such as skills, knowledge and
responsibilities.
Grading Method

 Jobs are broke down based on factors
such as skill, effort, training,
knowledge, hazards, responsibility, etc.
 Points are allocated to each of these
factors. Weights are given to factors
depending on their importance to
perform the job.
 Points so allocated to various factors of
a job are then summed.
 The jobs with similar total of points are
placed in similar pay grades.
 The sum of points gives an index of the
relative significance of the jobs that are
rated.
Point Rating Method

 This method is a combination of both
ranking and point methods in the sense
that it rates jobs by comparing them
and makes analysis by breaking jobs
into compensable factors.
Factor Comparison Method

Job Evaluation Designing
List down all possible designations/job roles of HR Spot. Execute a Job
Evaluation exercise for all of them using Qualitative and Quantitative
Methods.

Class 18. organization development 2 v7.0

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Class 18. organization development 2 v7.0