Chapter 4

The Analysis and Design

of Work

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 Learning Objectives
1. Analyze an organization’s structure and work flow process, identifying
output, activities and inputs in production of a product or service.

2. Understand importance of job analysis in strategic HRM.

3. Choose the right job analysis technique for a variety of HR activities.

4. Identify tasks performed and skills required in a given job.

5. Understand different approaches to job design.

6. Comprehend trade-offs among various approaches to designing jobs.

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 Work-flow Design

Work-flow design - process of analyzing tasks

necessary for production of a product or service,
prior to assigning tasks to a particular job category
or person.

Organization structure - relatively stable and

formal network of vertical and horizontal
interconnections among jobs that constitute the
organization.

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 Work-flow Analysis

 Work-flow analysis is useful in providing a means

for managers to understand all tasks required to
produce a high-quality product and the skills
necessary to perform those tasks.

 Work-flow analysis includes analyzing:

 work outputs
 work processes
 work inputs

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Developing a Work-Unit Activity Analysis

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Lean Production VS Batch Work Methods

 Lean Production is processes that emphasize

manufacturing goods with minimum amount of time,
materials, money and people to leverage technology and
flexible, well-trained and skilled personnel to produce
more custom products for less.

 Batch Work Methods use large groups of low skilled

employees to churn out long runs of identical mass
products stored in inventories for later sale.

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 Organization Structure
 Organization structure provides a cross-
sectional overview of the static relationship
between individuals and units that create outputs.

 Two dimensions of structure are:

1. Centralization
2. Departmentalization

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Structural Configuration

Divisional
• workflow
departmentalization
• low level of centralization
• semi-autonomous
• flexible and innovative
• sensitive to subtle
differences across products,
regions and clients

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Importance of Job Analysis to HR Managers

Work Redesign Performance Appraisal

HR Planning Training & Development

Selection Career Planning

Job Evaluation Job Analysis

Job Analysis

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Job Analysis Information

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 Sample Job Description

Job Title: Maintenance Mechanic

General Job Description: General maintenance and repair of all

equipment used in operations of a particular district. Includes
servicing company used vehicles, shop equipment and machinery
used on job sites.
1. Essential duty (40%) Maintenance of Equipment
2. Essential duty (40%) Repair of Equipment
3. Essential duty (10%) Testing and Approval
4. Essential duty (10%) Maintain Stock
Nonessential functions: Other duties assigned

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Job Analysis Methods

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 PAQ’s 6 Sections

Information Input Relationships

Mental Processes Job Context

Work Output Other Characteristics

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 Position Analysis
Questionnaire Dimensions
 Decision/communication/general responsibilities
 Clerical/related activities
 Technical/related activities
 Service/related activities
 Regular day schedule versus other work schedules
 Routine/repetitive work activities
 Environmental awareness
 General physical activities
 Supervising/coordinating other personnel
 Public/customer/related contact activities
 Unpleasant/hazardous/demanding environment
 Non-typical work schedules

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Job Design and Job Redesign

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Four Approaches Used in Job Design

Motivational

Biological

Perceptual-motor

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 Mechanistic Approach

Specialization

Skill Variety

Work Methods Autonomy

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 Motivational Approach

Decision-making autonomy

Task significance

Interdependence

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 Job Characteristics Model
A model of how job design affects employee reaction
Task Significance
Job Characteristics

Skill Variety

Task Identity

Autonomy

Feedback

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 Biological Approach

 Physical demand

 Ergonomics

 Work Conditions

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 Perceptual-Motor Approach

Job complexity

Information processing

Equipment use

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 Importance of Job Analysis
to Line Managers
1. Managers must have detailed information about
all the jobs in their work group to understand
work-flow process.
2. Managers need to understand job requirements to
make intelligent hiring decisions.
3. Managers must clearly understand tasks required
in every job.

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 Trade-Offs Among Job Design Approaches
Approach

Motivational

Mechanistic

Biological

Perceptual-
Motor

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 Summary
 Job analysis and design is a key component for a competitive advantage and
strategy.

 Managers need to understand the entire work-flow process to ensure efficiency

and effectiveness and have clear, detailed job information.

 Managers can redesign jobs so the work unit is able to achieve its goals while
individuals benefit from motivation, satisfaction, safety, health and achievement.

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 Questions
 Discuss with illustration the module of Developing a
Work-Unit Activity Analysis, support your answer with
relevant examples.
 Explain the Four Approaches Used in Job Design, give
relevant examples.

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