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Chapter 05

Chapter 05

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03/18/2014

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Chapter 5

Analysing Work and Designing Jobs

Human Resource Management, 5E

1

Learning Objectives
• Understand the nature of job analysis and describe the process of conducting job analysis • Understand job design and describe how it is done • Identify techniques of job design with explanation of each

Human Resource Management, 5E

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Job Description and Job Specification in Job Analysis
Job Analysis A process of obtaining all pertinent job facts

Job Description A statement containing items such as • Job title • Location • Job summary • Duties • Machines, tools, and equipment • Materials and forms used • Supervision given or received • Working conditions • hazards

Job specification A statement of human qualifications necessary to do the job. Usually contains such items as • Education • Experience • Training • Judgement • Initiative • Physical efforts • Physical skills • Responsibilities • Communication skills • Emotional characteristics • Unusual sensory demands such as sight, smell, hearing

Human Resource Management, 5E

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Job Analysis offers Competitive Advantage to a Firm • • • • • • is a foundation for HRP foundation for employee hiring foundation for t & d foundation for performance appraisal foundation for wage and relay fixation foundation for safety and health

Human Resource Management, 5E

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Process of Job Analysis
Strategic Choices

Gather Information

Process Information • • • • • • • • •

Job Description

Job Specification

Uses of Job Description and Job Specification Personnel Planning Performance Appraisal Hiring Training and Development Job Evaluation and Compensation Health and Safety Employee Discipline Work Scheduling Career Planning

Human Resource Management, 5E

5

Process of Job Analysis
• Strategic choices
– – – – – employee involvement levels of details timing and frequency of analysis past or future sources of data

• • • •

Information gathering Information processing Job description Resulting in various outcomes
Human Resource Management, 5E 6

Methods of Collecting Job Data
Interviews

Observation

Questionnaire

Job Data

Checklists

Diary

Technical Conference

Human Resource Management, 5E

7

Job Enlargement

Employee 1 Tasks Drill holes Assemble Parts Test

Employee 2 Tasks Drill holes Assemble Parts Test

Employee 3 Tasks Drill holes Assemble Parts Test

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Uses of Jobs Analysis
HRP Recruitment and Selection

Training and Development Job Description Job Analysis Job Specification Remuneration Performance Appraisal Personnel Information Safety and Healthy

Job Evaluation

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9

Job Rotation

Tasks Drill holes

Tasks Assemble Parts

Tasks Test Component

Week 1

Week 2

Week 3

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Nature of Job Design
• Job design is the conscious efforts to organize tasks, duties and responsibilities into one unit of work. It involves
– identification of individual tasks – specification of methods of performing the tasks – combination of tasks into specific jobs to be assigned to individuals

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Job Design Factors
Feedback

Organisational Factors

Environmental Factors

Job Design

Productive and Satisfying Job

Behavioural Factors

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Comparison of Five Design Approaches
High

Socio-technical Systems Job Enrichment

Medium

Impact

Job Enlargement

Job Engineering
Low

Job Rotation
Low Medium Complexity
Human Resource Management, 5E 13

High

Contemporary Issues
• • • • • Telecommuting Alternative work patterns Technostress Task revision Skill Development

Human Resource Management, 5E

14

Reality Check
• Why do people like jobs but hate work?

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15

Reality Check
• Amazon.com is one company that has de-jobbing practice. Here a worker is switching from a job to job three months’ intervals. The .com puts more emphasis on broader worker specification than on detailed job description. Do you find any other organisation (s) practising dejobbing?

Human Resource Management, 5E

16

Reality Check
List the expectation of each of the following jobs: • A programmer • Receptionist • Executive assistance • Sales Rep

Human Resource Management, 5E

17

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