Lecture 2 PDF

Work organization - the division of the work process into a series of tasks assigned to an individual or group, addressing the workflow, determining the required work output through work consumption standards, determining the work schedule, and providing an appropriate work environment. Aim - to ac...

Work organization - the division of the work process into a series of tasks assigned to an individual or group, addressing the workflow, determining the required work output through work consumption standards, determining the work schedule, and providing an appropriate work environment. Aim - to achieve good efficiency of the work system - high work output, good quality of output, low costs, short lead times and high flexibility in terms of rapid response to current market demands, and also to ensure favourable working conditions for the person. It is about the optimal organization of the work process in space, time and under conditions of maximum work productivity: minimum time consumption, minimum consumption of materials, minimum consumption of financial resources, minimum personal dissatisfaction. A work operation -as continuous work performed by one worker or a group of workers on a particular work item or group of items at one workplace. May be technological, handling, inspection, or the work item is stored or archived. May have a time dimension of several seconds or even hours, and its specific definition depends on the degree of division of labour. The operations assigned to individual workers or workgroups represent their work tasks. The workflow - the interaction of workers, equipment, work items, energy and information - solves the problem of when, where, who, with what, what and how will do what; a sequence of work operations. A work system is a system consisting of a person(s) and work equipment whose interaction in a work process accomplishes a specific work task in a given work environment. By grouping work operations, we create jobs and organisational units that are again interconnected by cooperative relationships. A job position consists of a set of related tasks that are performed by a particular person. It is the smallest unit in the organisational structure occupied by a single worker. It is defined by the totality of work tasks, responsibilities, relationships, the required qualifications needed to perform the job and the conditions under which the work occurs. The creation of jobs is part of technological and organisational design. HR specialists assess the job's requirements for its future holder, the suitability of working conditions, respect for health and safety regulations and possible problems in filling the job. Designing the content of the job (determining with what purpose and how the job is to be performed), is one of the most important tasks of HRM, influencing recruitment and selection, appraisal, remuneration, training and development, and occupational health and safety. The basis of job design is the determination of the purpose of the job position - the purpose for which the job is to be performed. And after the issues can be determined: its key tasks (activities), their required professional and quality standards (how the work is to be performed), the necessary competencies. The degree of job and employee specialisation is influenced by the characteristics of the company/organisation (size, technical level, stability of the production programme and supplier-customer relations, organisational structure and objectives), and by the characteristics of the employees (their knowledge, skills, abilities, needs, willingness to accept changes) Approaches to job creation: Mechanistic: − work divided into small, simple and standardized tasks, − just a little training − narrow specialization of jobs, − repeated execution by one person. − where there is high repetition of less skilled work, labour and stable conditions. Motivational - to make work satisfying for a person. The tasks are: − Complex − Diverse − Significant − Autonomy − Feedback − Social interaction Motivational approaches to job creation: Job enrichment (job loading) − grouping tasks and completing them. It is about extending the time of the work cycle and increasing the level of the assigned tasks. − vertical integration of job tasks. − The emphasis is on the integrity of job tasks, increasing their importance within the whole work system and increasing the autonomy of the  employee both in terms of content and time; the employee also gets more information about the results of his own work. The advantage is that the worker's flexibility and autonomy are increased, and his/her applicability is increased, creating room for the worker to make decisions. − Delegation of work responsibilities and powers to lower levels of management (from foreman to spokesperson or team coordinator). For example, management of team meetings, coordination of team holidays, presenting of team results to the customer, more complex planning of one's own work, negotiations with customers, independent process improvement. Job enlargement − horizontal integration of work tasks. − adding new tasks within a job to increase the cycle time (the time that elapses between 2 identical tasks) - combining jobs with the same or slightly different workload. The worker's sense of responsibility for the work performed and the variety of work is increased. It also increases the range of required work skills applied in the performance of the job. Expanding the "action radius" of teams so that they become as little dependent as possible on their surroundings and so-called specialists. It is a gradual expansion of working capacity. For example, managing social sites for another customer, changing, adjusting and sharpening tools, cleaning and lubricating machines, minor repairs of machines, checking the first piece. Job rotation- the temporary transfer of a worker to other operations or jobs. − A rule for job rotation (timing of activities) must be established. − Rotation can be short-term (during a work shift or week) or long-term (a cycle of several months). − Short-term is used in workplaces with a high degree of work monotony and one-sided workload, endangering people's health.  − Long-term is suitable for large organisations with an extensive network of branches. Job sharing (twin job) -an arrangement where 2 (or more) workers share a full-time job. − They divide the work task and organise the working hours themselves. − The workplace must not remain unoccupied. − They share wages and employee benefits according to the number of hours worked. − The job-sharing team has a joint responsibility. − It is most often used in service and administration or small businesses. Group work (and team work)- the principle of integration of functions and tasks (grouping of preparatory, planning, executive and control activities), based on the recognition that the best results are achieved when workers are linked by working on a common task and can influence each other in their work − The group has relative autonomy - it controls its own work and carries out the necessary regulatory measures − Cooperation - exchange of members and cooperation of group members in the performance of the task. − A special form of a workgroup is a teamwork. Profesiogram – Job description -a standard description of the individual characteristics of given work activity, answering the questions: what does one do, how does one do it, why and under what conditions. Profesiogram is used for: planning changes in the professional and qualification structure of the company's employees; determining the content of the training and qualification development programme for the company's employees;  planning personal qualification growth of personnel reserves and determining their career path; establishing criteria for selecting employees for specific jobs; setting criteria for work evaluation (performance evaluation) of employees and subsequent work appreciation (remuneration); comparing the difficulty, complexity and responsibility of different professions and functions; a precise definition of competencies, responsibilities, duties and definition of organisational relationships; rationalisation of work and optimisation of working conditions. Job description structure: Job title (function) Department (unit) Occupation Grade Direct supervisor (job title, function) Subordinate (job title, function) A planned number of employees in the position Type and scope of work tasks: − Tasks carried out according to a defined workflow − Tasks carried out according to own concept − Management-related tasks − Cooperation with other organisations Independent decision-making on matters Responsibility for  Workplace equipment Qualification requirements: − Education: − Experience − Other requirements Organisation of work: − Working arrangements − Control and evaluation of work Work environment: − Spatial conditions − Lighting − Microclimate − Noise − Other influences Occupational hazards Working mode -determines the distribution of working days in the week, the length and cycles of rotation of work shifts and the temporal location of work shifts. It must respect applicable legislation, operational requirements and the interests of employees. The length of a shift may not exceed 12 hours. The maximum weekly working time in the Czech Republic is 40 hours per week. Working hours are generally spread over a five-day working week.  For employees with a three-shift and non-stop working regime, 37.5 hours per week. For employees with a two-shift working regime, 38.75 hours per week. For an employee under the age of 18, the length of a shift may not exceed 8 hours. The employee is obliged to be at his workplace at the beginning of the shift and to leave it only after the end of the shift. its specific form depends on whether it is a continuous or non-continuous operation with an even or uneven distribution of working time. Interrupted operations have a single-shift, two-shift or three-shift mode. A single-shift operation may start and end at any hour of the day. In a two-shift system, workers rotate between two shifts, usually morning and afternoon, and in a three-shift system, three shifts within 24 consecutive hours. The rotation usually occurs after a week. The continuous operation takes place 24 hours a day on 7 days of the week throughout the whole year. There are usually four workers (work crews) per workplace, who are also represented by a reliever (springer) who serves several workplaces. The distribution of working time is usually uneven. Shift changes can be made in the form of: Rotating shifts - the days off are always followed by the night shift, and the morning, afternoon and night shifts alternate between the days off. A combination of a two-day and three-day cycle is usually used. Interleaved shifts - the days off are always after a series of days with a morning, afternoon or night shift. − Between the end of one shift and the beginning of the next shift, the employee must have a continuous rest period of at least 12 hours.  − During 7 consecutive calendar days, the employee must have a continuous rest period of at least 35 hours. Night Work-work done between 10 pm and 6 am. The length of a shift of an employee working at night may not exceed 8 hours within 24 consecutive hours. If this is not possible for operational reasons, the employer is obliged to schedule the specified weekly working hours so that the average shift length does not exceed 8 hours in a period of no more than 26 consecutive weeks. When calculating the average shift length of an employee working at night, it is based on a five-day working week (three 12-hour shifts per week with a budget of up to 5 days) The employee must have a special medical examination at least once a year. Various measures should compensate for the disadvantages of night and shift work: − the use of appropriate shift patterns (rotating shifts with short shift cycles), − shortening working hours, − improving the quality of services provided to workers, − wage advantages (night work premium) - for night work, the employee is entitled to the wage earned and a premium of at least 10 % of average earnings, unless otherwise agreed. Night shifts are unsuitable for people with certain medical conditions, workers with unsuitable housing conditions, commuters, women with young children and workers over 50 years of age.  the obligation to comply with the request of a pregnant employee or an employee-mother until the end of the ninth month after giving birth and an employee who is breast-feeding, to be included in day work, the prohibition or strict restriction of night work for minors (under 18 years) Overtime work-work performed by an employee at the command of the employer or with his consent over the specified weekly working hours. The employee is entitled to an additional payment for overtime work in the amount of at least 25% of the average salary or compensatory time off for the duration of the overtime work. An employer may order an employee to work overtime for serious operational reasons only. The overtime ordered shall not exceed 8 hours per week and 150 hours per calendar year. The employer may require overtime above this limit only by agreement with the employee. The total amount of overtime work shall not be more than 8 hours per week on average over a period that may not exceed 26 consecutive weeks. The number of maximum overtime hours in a compensatory period shall not include overtime for which compensatory time off has been granted. Work on call: The employer may require the employee to work on-call only if he/she agrees. The employee shall be entitled the payment for the period of on-call duty. An employee shall be entitled to wage or salary for work performed during the on-call time. Flexible working modes:  in the length of working hours (various forms of shorter working hours), in the timing of working hours (flexible working hours), in the work location (homeworking, telecentres, coworking spaces telecommuting, mobile workplaces ). Flexible working time: The employee chooses the beginning and, if necessary, the end of working time in individual days within the time periods set by the employer. Between the two periods of optional working time is inserted a period during which the employee is required to be at the workplace (core working time). The average weekly working time must be completed within a maximum of a four-week buffer period. Free working time (time bank) -the employee decides for himself when he comes to work and when he leaves, he/she only has to keep the weekly working hours (40 hours a week) Working time account - one of the ways of uneven distribution of working time. Suitable for seasonal work or fluctuations in the number of orders. It can only be determined by a collective agreement, or by an internal regulation. The employer will let the employee know 14 days in advance when he will be needed at work. It can be more than 40 hours a week or leave him at home, depending on what the employer needs. The employer is obliged to keep an account of the employee's working hours and an account of the employee's wages. He is obliged to report every week the difference between the set weekly working hours and the working hours worked. The equalization period may not exceed 26 consecutive weeks. However, only a collective agreement can limit this period to a maximum of 52 consecutive weeks.  During the equalization period, employees are entitled to a fixed monthly wage for individual calendar months, agreed in the collective agreement, or determined by internal regulations. The employee's permanent salary must not be lower than 80% of his average earnings. The employee's salary account shows: a) permanent salary of the employee, b) the earned salary of the employee for the calendar month, to which he was entitled according to the law and according to the agreed conditions. For the equalization period, the employee is entitled to a salary in the amount of the sum of paid permanent wages. If, after the expiry of this period or after the end of the employment relationship, the sum of the right to the wage achieved for individual calendar months is higher than the sum of the permanent wages paid, the employer is obliged to pay the employee the resulting difference. Breaks- a right, but also an obligation of an employee to use them. For meal and rest - Maximum after 6 hours, juveniles after 4.5 hours. At least 30 minutes (it can be divided, but 1 part at least 15 minutes). It does not count towards working time. For natural needs Safety breaks: − Work at an imposed pace (at a forced pace): 5-10 minutes after every 2 hours of continuous work − Professional drivers or employees who drive : The longest after 4.5 hours, with a duration of 30 minutes. The safety break is recorded in the log book. The safety break can be divided into 2 parts lasting at least 15 minutes included in the driving time. The safety break is counted as working time. If the safety break falls on the time of a break at work for food and rest, the break at work for food and rest is included in working hours.  Breaks for breastfeeding − They are included in working time. − They are compensated by the average earnings rate. − A mother who works 40 hours per week is entitled to 2 half-hour breaks for each child until the end of one year of age and one half- hour break per shift for the following three months. − If she works shorter hours but at least 20 hours per week, she is entitled to only one half-hour break for each child until the end of the sixth month of age. Agency employment: Temporary (short-term or long-term) assignment of workers. A company can hire workers from a staffing agency to work for it temporarily on the basis of a Temporary Assignment Agreement between the agency and the company and a written Instruction on Temporary Assignment between the agency and the employee. In this way, during the season, the company orders the necessary number of workers for low-skilled manual work for, for example for 4 weeks or 6 months. Outsourcing- the company separates various supporting and not core activities and entrusts them contractually to another company specialized in the relevant activity. We buy it from a service supplier. Typical activities - cleaning, maintenance, transport or computer management (IT). Outsourcing is considered a business decision to reduce costs and/or to focus on the company's core activities, in the interest of its competitiveness. Vendor - supplier, the one who supplies services or goods Offshoring - the transfer of production abroad