hi i would like to know that if an organisation conducts job analysis and the employees feel that they might loose their job, how can one convice the employees about the benefits and what would be the appropriate action to be taken.
From India, New Delhi
From India, New Delhi
I do not know what is the size of your organisation 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. Few steps in this direction are :
1) Assure them that the the object is not reorganisation 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 help the company identify skills gap in the existing employees and accordingly to train them to fill that gap.
3) It also helps the company to dvelop aproper compensation model for each job.
You can list all positive aspects of this poperation and apprise the employees.
B.Saikumar
HR v& Labour law Advisor
Mumbai
From India, Mumbai
18991) Assure them that the the object is not reorganisation 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 help the company identify skills gap in the existing employees and accordingly to train them to fill that gap.
3) It also helps the company to dvelop aproper compensation model for each job.
You can list all positive aspects of this poperation and apprise the employees.
B.Saikumar
HR v& Labour law Advisor
Mumbai
From India, Mumbai
In a company that I worked for the company explained it's policy of no compulsory redundancy or layoff, when it wanted to bring in changes. It also said that it will not reduce anyone's pay due to restructure after evaluation.
From United Kingdom
From United Kingdom
Prior to doing anythng - it is essential to communicate to the employees the real purpose of the action and assure them of the Co's motives and intentions. You see leaving employees guessing or not knowing what is the purpose of this action - is a real 'no no' because uncertainty and not-knowing are one of the causes of attrition. The Co's intentions maybe genuine but without transparency and proper communication the whole purpose may get lost.
From India, Nagpur
From India, Nagpur
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Job Analysis.doc
JOB DESIGN & JOB ANALYSIS.ppt
Job Analysis.pdf