Job Analysis refers to the process of getting detailed information ab Name: o à n V Hà o

out jobs. It is important for organizations to understand and match jo Definition Student ID: 31201028653
b requirements and people to achieve high-quality performance Class: HRM-DH46ISB-01
As previously discussed, job analysis
Work Redesign
and job design are interrelated
In human resource planning, managers analyze an organizatio n’s
human resource needs in a dynamic environment and develop a Human Resource Planning
ctivities that enable a firm to adapt to change
Human resource selection identifies the most qualified applicants for employment Selection
Almost every employee hired by an organization will require training Training and Development
The Importance of Job Analysis
Performance appraisal deals with getting information about how well each employee is performi
ng in order to reward those who are effective, improve the performance of those who are ineffect Performance Appraisal
ive, or provide a written justification for why the poor performer should be disciplined.
Career planning entails matching an individual’s skills and aspirations Definition: The process of analyzing the tasks necessary for the production of a product or se
Career Planning
with opportunities that are or may become available in the organization rvice, prior to allocating and assigning these tasks to a particular job category or person
The process of job evaluation involves assessing the relative dollar value An output is the product of a work unit and
Job Evaluation
of each job to the organization to set up internally equitable pay structures this is often an identifiable object
Managers must have detailed information about all the jobs i An output can also be a service
Analyzing Work Outputs
n their work group to understand the work-flow process
Merely identifying an output or set of outputs is not sufficient.
Managers need to understand the job requirements The Importance of Job An Once these outputs have been identified, it is necessary to spe
to make intelligent hiring decisions alysis to Line Managers cify standards for the quantity or quality of these outputs.
A manager is responsible for ensuring that each i The work processes are the activities that members o
ndividual is performing satisfactorily (or better) f a work unit engage in to produce a given output
A job description is a list of the tasks, duties, Every process consists of operating procedures that specify how things
and responsibilities (TDRs) that a job entails should be done at each stage of the development of the product
Nature of Information Job Analysis
A job specification is a list of the knowledge, skills, These procedures include all the tasks that must be performed i
abilities, and other characteristics (KSAOs) that an n the production of the output
individual must have to perform the job
Job Analysis Information The use of teams can also be seen in the field of medicine, where team-based ca
The process of job analysis entails obtaining re is increasingly becoming the norm. Rather than a single one-on-one.
information from people familiar with the job
Kinds of errors are less likely to happen when people are working face-to-face i
In general, it will be useful to go to the job incumbent to get the m n teams relative to when the hand-off is a depersonalized electronic exchange f
Sources of Job Analysis Information
ost accurate information about what is actually done on the job Work-Flow Analysis Analyzing Working Process rom one functional unit to another
Job incumbents are also useful when one is trying to assess the informal s Teams are not a panacea. For teams to be effective, it is essential that the level of t
ocial network that exists within the formal organizational structure ask interdependence matches the level of outcome interdependence
Where and how a worker gets information needed to perform the job Information Input Movement that creates no value
The reasoning, decision making, planning, and information-p Three kinds of waste The overburdening of specific people or machines
Mental Processes
rocessing activities that are involved in performing the job
Inconsistent production that creates excessive inventories
The physical activities, tools, and devices used by the worker to perform the job Work Outputs
Position Analysis Questionnaire (PAQ) Lean production refers to processes emphasizing m
The relationships with other people required in performing the job Relationships With Other Persons anufacturing goods with a minimum amount of time,
The physical and social contexts where the work is performed Job Context Organizations often work hard to minimize materials, money - and most important - people
overstaffing via lean production techniques
The activities, conditions, and characteristics other than th Job Analysis Methods Although lean design is great for employers, it is not al
Other Characteristic
ose previously described that are relevant to the job ways great for workers
Served as a vehicle for helping the new public employment system link To identify the inputs used in the development of the work uni t’s product
the demand for skills and the supply of skills in the U.S. workforce These inputs can be broken down into the raw materials, e
The Occupational Information Network (O*NET) quipment, and human skills needed to perform the tasks
Technological changes in the nature of work, global competition, and a
shift from stable, fixed manufacturing jobs to a more flexible, dynamic, Raw materials consist of the materials that wil
service-based economy were quickly making the system obsolete The Analysis Work-Flow Analysis and l be converted into the work uni t’s product
Jobs tend to change and evolve over time and Design of Work Organization Structure
Equipment refers to the technology and machinery necessary t
Dynamic Elements of Job Analysis Analyzing Work Inputs
Although there are numerous sources for error in the job analysis process, most i o transform the raw materials into the product
naccuracy is likely to result from job descriptions simply being outdated The final input in the work-flow process is the human
skills and efforts necessary to perform the tasks
Job design is the process of defining how work will be perf
The human skills consist of the workers available to the company
ormed and the tasks that will be required in a given job
Definition In terms of human skills, work should be delegated to the lowest-cost em
Job redesign refers to changing the tasks or t
ployee who can do the work well, and in some cases this principle is viola
he way work is performed in an existing job
ted when too much emphasis is placed on reducing headcount
The mechanistic approach has roots in classical industrial engineering
Definition: Organization structure refers to the relatively stable and formal network of ve
Identifying the simplest way to structure work that maximizes efficiency rtical and horizontal interconnections among jobs that constitute the organization
t-
Scientific management was one of the earliest and bes Centralization refers to the degree to which decision-making authority resides at the top o
known statements of the mechanistic approach f the organizational chart as opposed to being distributed throughout lower levels
Dimensions of Structure
Be maximized by taking a scientific approach to the process of designing jobs Departmentalization refers to the degree to which work units are grouped based on
Mechanistic Approach functional similarity or similarity of work flow
The scientific management approach was built upon in later years, resulting in a mec
hanistic approach that calls for jobs to be designed so that they are very simple There are an infinite number of ways to combine centralization Functional structure
Organization Structure Structural Configurations and departmentalization, two common configurations of organi
Designing jobs in this way, the organization reduces its need for high-ability Divisional structure
zation structure tend to emerge in organizations
individuals and thus becomes less dependent on individual workers
The type of organization structure also has implications for t
Many jobs structured this way are performed in developing countries where there is a large
he design of jobs
supply of low-skilled labor and relatively lax legal guidelines regarding safety standards
Jobs in functional structures need to be narrow and highly specialized
Job design has roots in organizational psychology and management literature and, i
n many ways, emerged as a reaction to mechanistic approaches to job design The choice of structure also has implications for people who would
It focuses on the job characteristics that affect psychological meaning and motivational potential, and assume the jobs created in functional versus divisional structures
Job Design
it views attitudinal variables (such as satisfaction) as the most important outcomes of job design Structure and Nature of Jobs Taller structures also have implications for organizational c
A model of how job design affects employee reactions is the Job Characteristics Model ulture in terms of ethics and accountability
Motivational Approach In the next two sections, we cover specific approaches f
Skill Variety is the extent to which the job requires
or analyzing and designing jobs
a variety of skills to carry out the tasks
Skill Variety and Task Identity Although all of these approaches are viable, each focuses on a single, is
Task Identity is the degree to which a job requires complet
olated job
ing a “w hol e” piece of work from beginning to end
Job design interventions emphasizing the motivational approach t
end to focus on increasing the meaningfulness of jobs
The biological approach to job design comes primarily from the sciences of biomechanics,
work physiology, and occupational medicine, and it is usually referred to as ergonomics
Ergonomics is concerned with examining the interface between individual s’ p
Biological Approach
hysiological characteristics and the physical work environment
The biological approach has been applied in redesigning e
quipment used in jobs that are physically demanding.
The perceptual – motor approach to job design ha
s roots in human-factors literature
Perceptual-Motor Approach
Similar to the mechanistic approach, this approach
generally decreases the jo b’s cognitive demands