Professional Documents
Culture Documents
Kumar Alok
CIMP
Focus of discourse
Kumar Alok
CIMP
Ensures sufficient work for the employees to keep them productive and motivated Ensures that employees should not get overwhelmed by their jobs
Kumar Alok
CIMP
Work systems
Adapted from Strategic Human Resource Management, J. A. Mello, TSW 2005 edition, pp 172
Kumar Alok
CIMP
Autonomy
Feedback
Kumar Alok
CIMP
Changing lifestyles and demographics Work-life balance Employee voice Workplace safety
Kumar Alok
CIMP
Job interdependence
Dependence
for
Sequential interdependence: Dependence for performance Reciprocal interdependence: Dependence created by less organised and random nature of job
Kumar Alok
CIMP
Work scheduling
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CIMP
Job design
A conscious effort to organise tasks, duties and responsibilities into an unit of work to achieve a certain objective Simultaneously attempts to satisfy both technological and human considerations Often leads to job specialisation
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CIMP
Job redesign
Rearrange existing tasks in the job Add new tasks Include work done before the job Increase feedback on performance Eliminate dissatisfying tasks from job
Kumar Alok CIMP
JOB
Main approaches
Job rotation: Systematically moving from one job to another to broaden experience or to prepare for an enhanced role within the company Job enrichment: Redesigning jobs to experience more responsibility, achievement, growth and recognition
Kumar Alok
Job analysis
Refers to the anatomy of an ongoing job Involves collecting information about a job Identifies what tasks and responsibilities a job consists of Identifies the knowledge, attitude and skills required to perform a job Identifies the environment surrounding a job Results into job specification and description
CIMP
Kumar Alok
Justifying the existence of the job and its place in the organisation Aiding the supervisor and employee in defining each employees duties and responsibilities Determining recruitment needs and the information necessary to make employment decisions Providing prospective job applicants an idea of the job Serving as the basis for establishing career development plans and programs
Kumar Alok
Kumar Alok
CIMP
Individuals who do the job Supervisors and subordinates Individuals associated with the job Subject Matter Experts (SMEs) Clients and customers
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CIMP
Observations Performing the job Interviews Critical incidents Diaries/log books Questionnaires Background records Internet
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Job description
Job title Job summary Duties and responsibilities Authority of the incumbent Relationship to other jobs Standards of Performance Equipments Working conditions Hazards
CIMP
Kumar Alok
Job specification
Personality
Other attributes
Academic qualifications
Must have/should have/could have
CIMP
Kumar Alok
Dejobbing
Broadening the responsibilities of the company's jobs and encouraging employees not to limit themselves to what is on their job descriptions Result of the need to be adaptive to the fast changing business environment Flatter organisations: Lesser layers Work teams: Self-managed teams Boundaryless organisation: Permeable boundaries of departments Reengineering: Fundamental rethinking and radical redesign of business processes Competency-based job analysis: Describing a job in terms of competencies and not activities
Kumar Alok CIMP
Thank you!
Kumar Alok
CIMP