Chapter: 04

The Analysis and Design of Work

 Strategy formulation is the process by which a company decides how it will

compete in the marketplace; this is often the energizing and guiding force for
everything it does.
 Strategy implementation is the way the strategic plan gets carried out in
activities of organizational members.
o There are five important components in the strategy implementation process,
three of which are directly related to the HRM function and one of which we
will discuss in this chapter: the task or job.
 The chapter is divided into three sections:
o Section one deals with “bigpicture” issues related to work-flow analysis and
organizational structure.
o The remaining two sections deal with more specific, lower-level issues related
to job analysis and job design.
o Job analysis has focused on analyzing existing jobs to gather
information for other HRM practices such as selection, training,
performance appraisal, and compensation. Job analysis has had a
passive, information-gathering orientation.
o Job design has focused on redesigning existing jobs to make them
more efficient or more motivating to jobholders. Thus, job design has
had a more proactive orientation toward changing the job.

 Section 1: Work-Flow Analysis and Organization Structure

 Work-flow design is the process of analyzing the tasks necessary for the
production of a product or service, prior to allocating and assigning these tasks to
a particular job category or person.
 Organization structure refers to the relatively stable and formal network of
vertical and horizontal interconnections among jobs that constitute the
organization.