UHRM2e_PPT_C04_Teachers.pptx

Understanding Human Resources Management A Canadian Perspective...

Understanding Human Resources Management A Canadian Perspective Second Edition Prepared by Melanie Peacock, PhD, MBA, FCPHR, SHRM-SCP Melanie Peacock, Eileen B. Stewart, and Monica Belcourt, Understanding Human Resources Management: A Canadian Perspective, 2nd Edition. © 2023 Cengage Learning Canada, Inc. All Rights Reserved. May not be scanned, copied or 1  Chapter 4 Defining, Analyzing, and Designing the Work Melanie Peacock, Eileen B. Stewart, and Monica Belcourt, Understanding Human Resources Management: A Canadian Perspective, 2nd Edition. © 2023 Cengage Learning Canada, Inc. All Rights Reserved. May not be scanned, copied or 2 Learning Outcomes (1 of 2) 1. Explain the manager’s and the employee’s role in defining and designing work. 2. Discuss the relationship between job analysis and HRM processes. 3. Explain the relationship between job analysis and a job description. 4. Define and describe the sections in a job description. 3 Learning Outcomes (2 of 2) 5. Describe the uses of information gained from job analysis. 6. Explain the relationship of job design to employee contributions. 7. Discuss the different types of work designs to increase employee contribution. 4 DISCUSSION CRITICAL THINKING QUESTION: 1. What makes work interesting for you? 5 DEFINITIONS JOB: A group of related activities and duties POSITION: Specific duties and responsibilities performed by only one employee WORK: Tasks or activities that need to be completed ROLE: The part played by an employee within an organization and the associated expected behaviours 6 The Manager’s and the Employee’s Role in Defining Work Manager is the primary individual who determines what work is to be performed and in what order Manager has an active role in determining skills and abilities needed to successfully perform work Employee contributes by providing information that may be known only by the person doing the job 7 DEFINITION Job Analysis Process of obtaining information about jobs by determining the duties, tasks, or activities and the skills, knowledge, and abilities associated with the jobs 8 Job Analysis The Relationship between Job Analysis and HRM Job analysis is the cornerstone of HRM. Information collected through job analysis informs and supports HRM processes. The ultimate purpose is to improve organizational performance and productivity. 9 Performing Job Analysis Individual interviews Questionnaire Diary/Work log Observation 10 DISCUSSION Ethics in HRM 4.1 CRITICAL THINKING QUESTIONS: 1. Do you believe employees intentionally inflate their jobs, or do they genuinely believe their jobs to be significant, as per their descriptions? 2. As a manager, how can you ensure that job information is correct if the employee and you view the job differently? 11 DEFINITION Job Description A document that lists the tasks, duties, and responsibilities of a job to be performed along with the skills, knowledge, and abilities or competencies needed to successfully perform the work 12 Job Descriptions (1 of 2) Components I. Job Title II. Reports To III. Date IV. Written By and Approved By 13 Job Descriptions (2 of 2) V. Summary VI. Duties and Responsibilities VII.Job Specification VIII.Performance Standards 14 Problems with Job Descriptions Quickly become out of date May not contain standards of performance Poorly written, using vague rather than specific terms May not address expected behaviours and can be the basis for conflict, including union grievances 15 Writing Clear and Specific Job Descriptions Use statements that are concise, direct, and simply worded Use action-oriented verbs and present tense Job descriptions must match job requirements 16 Legal Considerations for Job Descriptions Consider Human Rights Legislation Specific performance requirements based upon valid job-related criteria Appropriate and acceptable ways to describe a job 17 DISCUSSION CRITICAL THINKING QUESTIONS Assume that you are a new manager in a hotel and you have been asked to prepare a job description for room attendants. 1. What would you include as 5 key duties, and what would you list as 3 key skills? 2. Would you involve the current room attendants in the preparation of the job description? Why? 18 Uses of Information from Job Analysis Recruitment Selection Performance Management Training and Development Health and Safety Compensation 19 Job Analysis in a Changing Environment Future-oriented/Strategically oriented Competency-based approach Living job/role description 20 Designing the Job Responsibility of manager Designed to achieve organizational objectives Well-designed jobs can also achieve employee goals 21 Job Characteristics Model 1. Skill variety 2. Task identity 3. Task significance 4. Autonomy 5. Feedback 22 DISCUSSION Job Characteristics Model CRITICAL THINKING QUESTION: 1. Using the job characteristics model, how would you design the job of a postsecondary instructor? 23 Designing Work for Enhanced Contributions Enhancing collaboration Enhancing synergy Employee empowerment Ownership Risk taking Information sharing Responsibility 24 Employee Teams Groups of employees who assume a greater role in the production or service process Virtual teams and lessons from COVID-19 Effective teams have key characteristics Different types of teams (Department teams, cross- functional teams, problem-solving teams, virtual, self- managed teams) 25 Role of Management Need to be clear on what is expected of managers and necessary skills Attention to organizational structure Team leaders versus managers 26 Future Design of Work Non-traditional employment forms such as contract work, telework, e-work Use and convergence of social, mobile, and cloud computing technologies Dynamic and fluid relationships More attention needed in job crafting to ensure organization context and culture is part of design 27 DISCUSSION Emerging Trends 4.1 CRITICAL THINKING QUESTIONS: 1. Review the emerging trends at the conclusion of Chapter 4. Which one of these will have the greatest impact on the future of work? Why? 2. Can you think of any other emerging trends that will impact the future of work? 28