Job Analysis and Work Design Chapter 4 PDF

Job Analysis and Work Design Chapter 4 Learning Agenda Process and techniques of job analysis. How it is used in various HRM functions. Job Design: Different group techniques and types of work schedules used to maximize employee contributions.  De#ni&ons Job...

Job Analysis and Work Design Chapter 4 Learning Agenda Process and techniques of job analysis. How it is used in various HRM functions. Job Design: Different group techniques and types of work schedules used to maximize employee contributions.  De#ni&ons Job A group of related activities and duties Position The different duties and responsibilities performed by only one employee Job Analysis Process of obtaining information about jobs by determining what the duties, tasks, or activities associated with those jobs are.  Job Analysis Copyright © 2020 by Nelson Education Ltd.  Gathering Job Informa&on Interviews Questionnaires Observation Diaries  Popular Approaches to Job Analysis Critical Incidents Technique : a qualitative process of job analysis that produces behavioural statements along a range from superior to ineffective performance for a specific job. Behaviourally Anchored Rating Scales: a job is divided into a number of key dimensions, and each dimension contains a range of statements of job behaviour “ anchored” to a numerical scale. Position Analysis Questionnaire: a structured job analysis checklist that includes 194 items or job elements used to rate a job.  Popular Approaches to Job Analysis Functional Job Analysis: This technique analyses any job using three essential elements: 1. People ( important interpersonal relationships on the job) 2. Data (obtaining, using, and transforming data in aid of job performance 3. Things ( physical machinery, resources, and the environment) Each of these three dimensions are then rated by level of complexity and importance. The HAY Method : Three key factors are used to analyze each job: 1. Know-how (specific knowledge and skills required to perform the job) 2. Problem-solving ( decisions and problems that must be successfully handled on the job) 3. Accountability ( job holder’s responsibilities for critical task completion and for organizational resources, budgets, supervision of people, etc.)  Job Requirements Job description A statement of the tasks, duties, and responsibilities of a job to be performed Job specification A statement of the needed knowledge, skills, and abilities of the person who is to perform the job Highlights in HRM 4.1 Rela5onship of Job Requirements (JD and JS) and HRM Func5ons Strategic HR planning Recruitment Selection Training and development Performance appraisal Compensation management Legal compliance  Problems with Job Descrip&ons 1. Poorly written, using vague rather than specific terms, provide little guidance to the jobholder. 2. They are sometimes not updated as job duties or specifications change. 3. They may violate the law by containing specifications not related to job success. 4. They can limit the scope of activities of the jobholder, reducing organizational flexibility.  Job Design Job Design An outgrowth of job analysis that improves jobs through technological and human considerations to enhance organization efficiency and employee job satisfaction Behavioural Concerns: The job enrichment model and the job characteristics model: two methods designed to increase the job satisfaction of employees. Industrial Engineering Considerations: A field of study concerned with analyzing work methods and establishing time standards Ergonomic Considerations: An interdisciplinary approach to designing equipment and systems that can be easily and efficiently used by human beings  Job Design Copyright © 2020 by Nelson Education Ltd.  Job Enrichment Increasing the level of difficulty and responsibility of the job Allowing employees to retain more authority and control over work outcomes Providing unit or individual job performance reports directly to employees Adding new tasks to the job that require training and growth Assigning individuals specific tasks, enabling them to use their particular competencies or skills  Job Characteris&cs Model: Designing Jobs to Mo&vate Employees Job Psychological Job Characteristics States Outcomes  Skill variety  Meaningfulness of  Improved work the work performed performance  Task identity  Responsibility for  Increased Internal  Task significance motivation work outcomes  Autonomy  Lower absenteeism  Knowledge of the  Feedback and turnover results of the work performed  Job Design Industrial Engineering Considerations A field of study concerned with analyzing work methods and establishing time standards Ergonomic Considerations An interdisciplinary approach to designing equipment and systems that can be easily and efficiently used by human beings  Job Design Many companies willingly invest in ergonomically designed workstations because they protect the health and productivity of employees. VIDEO: Stand for Your Life! (5:04) https://www.youtube.com/watch? v=EiKfHD9cV8U  Designing Work for Groups and Teams Employee Involvement Groups (EIGs) Groups of employees who meet to resolve problems or offer suggestions for organizational improvement Also known as quality circles (QCs) Success with EIGs requires: – Comprehensive training for group members – Recognition of the group’s contributions – Continuing input and encouragement by management – Use of a participative/democratic leadership style  Characteris&cs of Successful Teams Commitment to shared goals and objectives Motivated and energetic team members Open and honest communication Shared leadership Clear role assignments A climate of cooperation, collaboration, trust, and accountability The recognition of conflict and its positive resolution  Bene#ts of Employee Teams Increased integration of individual skills Better performance (quality and quantity) solutions to unique and complex problems Reduced delivery time Reduced turnover and absenteeism Accomplishments among team members Copyright © 2020 by Nelson Education Ltd.  Flexible Work Schedules Compressed Workweek Shortening the number of days in the workweek by lengthening the number of hours worked per day Flextime Working hours that permit employees the option of choosing daily starting and quitting times, provided that they work a set number of hours per day or week  Flexible Work Schedules Job Sharing The arrangement whereby two part-time employees perform a job that otherwise would be held by one full-time employee Telecommuting The use of personal computers, networks, and other communications technology to do work in the home that is traditionally done in the workplace