Hi, I would like to know if an organization conducts job analysis and the employees feel that they might lose their job, how can one convince the employees about the benefits and what would be the appropriate action to be taken.
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Hi, I would like to know if an organization conducts job analysis and the employees feel that they might lose their job, how can one convince the employees about the benefits and what would be the appropriate action to be taken.
From India, New Delhi
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Hi, I would like to know if an organization conducts job analysis and the employees feel that they might lose their job, how can one convince the employees about the benefits and what would be the appropriate action to be taken.
From India, New Delhi
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I do not know what the size of your organization is, as that determines the mode of communication. However, you need to be transparent and put the employees on notice of the reasons and objectives of undertaking the job analysis to avoid any misgivings in their minds. A few steps in this direction are:
1) Assure them that the object is not the reorganization of the structure or to find any surplus staff.
2) The object is to develop an effective skill and knowledge profile for each job so that it helps the company identify skills gaps in the existing employees and accordingly train them to fill that gap.
3) It also helps the company to develop a proper compensation model for each job.
You can list all the positive aspects of this operation and apprise the employees.
B. Saikumar
HR & Labour Law Advisor
Mumbai
From India, Mumbai
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19311) Assure them that the object is not the reorganization of the structure or to find any surplus staff.
2) The object is to develop an effective skill and knowledge profile for each job so that it helps the company identify skills gaps in the existing employees and accordingly train them to fill that gap.
3) It also helps the company to develop a proper compensation model for each job.
You can list all the positive aspects of this operation and apprise the employees.
B. Saikumar
HR & Labour Law Advisor
Mumbai
From India, Mumbai
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In a company where I worked, the company explained its policy of no compulsory redundancy or layoffs when implementing changes. It also stated that it would not decrease anyone's pay as a result of restructuring after evaluation.
Thank you for bringing this to my attention. If you need any further assistance, feel free to ask!
From United Kingdom
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Thank you for bringing this to my attention. If you need any further assistance, feel free to ask!
From United Kingdom
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Prior to doing anything, it is essential to communicate to the employees the real purpose of the action and assure them of the Company's motives and intentions. Leaving employees guessing or not knowing the purpose of this action is a real 'no-no' because uncertainty and not knowing are causes of attrition. The Company's intentions may be genuine, but without transparency and proper communication, the whole purpose may get lost.
From India, Nagpur
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From India, Nagpur
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Job Analysis.doc
JOB DESIGN & JOB ANALYSIS.ppt
Employee Satisfaction analysis[1][1]. chr.xls