CHAPTER 3

HUMAN RESOURCES MANAGEMENT

JOB DESIGN CHALLENGES IN A

GLOBAL ENVIRONMENT

Faculty of Business Administration – Department of Business Administration

 OBJECTIVES

 Explain the nature of job design activities

 Review and analyze activities in the job analysis and design process

 Understand how to implement job design policies effectively

 Analyze factors that affect job design activities

 Participate actively and confidently in job design activities in working

Faculty of Business Administration – Department of Business Administration

 CONTENT

3.1. Job Analysis

3.2. Job Design
3.3. Diversity Management
3.4. Work-life Balance

Faculty of Business Administration – Department of Business Administration

CHAPTER 3: WORK DESIGN CHALLENGES IN A
GLOBAL ENVIRONMENT

3.1. Job Analysis

“Job analysis is a systematic process of gathering, documenting,
and analyzing information about the content, context, and
requirements of a job.”

(John Ivancevich, 2010)

Faculty of Business Administration – Department of Business Administration
CHAPTER 3: WORK DESIGN CHALLENGES IN A
GLOBAL ENVIRONMENT

3.1. Job Analysis

The importance of job analysis

 Improve job completion results

 Impact on employees' mental and physical health
 Support the implementation of human resource management activities

Faculty of Business Administration – Department of Business Administration

CHAPTER 3: WORK DESIGN CHALLENGES IN A
GLOBAL ENVIRONMENT
3.1. Job Analysis
Job Analysis Menu:
 Duties, Responsibilities and Relationships
 Machines, equipment, tools
 Working conditions
 Information about the job requirements with the person in charge
Faculty of Business Administration – Department of Business Administration
CHAPTER 3: WORK DESIGN CHALLENGES IN A
GLOBAL ENVIRONMENT
3.1. Job Analysis
Job description and Job specification

 Job description: The principal outcome of a job analysis. It represents

a written summary of the job as an identifiable organizational unit.

 Job specification: A written explanation of the knowledge, skills,

abilities, and other characteristics (KSAOs) necessary for effective
performance on a given job.

(John Ivancevich, 2010)

Faculty of Business Administration – Department of Business Administration
CHAPTER 3: WORK DESIGN CHALLENGES IN A
GLOBAL ENVIRONMENT

3.1. Job Analysis

Job analysis methods:

 Observe
 Interview
 Use the questionnaire

Faculty of Business Administration – Department of Business Administration

 CHAPTER 3: WORK DESIGN CHALLENGES IN A
GLOBAL ENVIRONMENT

Figure - Job Analysis in

Perspective

9
CHAPTER 3: WORK DESIGN CHALLENGES IN A
GLOBAL ENVIRONMENT

Figure - Typical Division of HR Responsibilities: Job Analysis 10

CHAPTER 3: WORK DESIGN CHALLENGES IN A
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 Task-Based Job Analysis

Task

• Distinct, identifiable work activity composed of motions

Duty

• Work segment composed of several tasks that are

performed by an individual

Responsibilities

• Obligations to perform certain tasks and duties

CHAPTER 3: WORK DESIGN CHALLENGES IN A
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 Competency-Based Job Analysis
• Competencies: Individual capabilities that can be linked to enhanced
performance by individuals or teams

• Technical competencies

• Behavioral competencies

• Identifies competencies that drive employee performance

• Influences individual and organizational behaviors

CHAPTER 3: WORK DESIGN CHALLENGES IN A
GLOBAL ENVIRONMENT

Figure - Stages in the Job

Analysis Process
 CHAPTER 3: WORK DESIGN CHALLENGES IN A
GLOBAL ENVIRONMENT
 The Workforce Profile

• Labor force participation rate: Percentage of the population working or seeking work

• Important elements

• Age

• Skill gaps

• Work ready credentials

• Generational differences
CHAPTER 3: WORK DESIGN CHALLENGES IN A
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 Nature of Work and Jobs

• Work: Effort directed toward producing or accomplishing

results

• Job: Grouping of tasks, duties, and responsibilities that

constitutes the total work assignment for an employee

• Workflow analysis: Study of the way work (inputs, activities,

and outputs) moves through an organization
CHAPTER 3: WORK DESIGN CHALLENGES IN A
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Figure - Workflow Analysis

CHAPTER 3: WORK DESIGN CHALLENGES IN A
GLOBAL ENVIRONMENT

3.1. Job Analysis

Faculty of Business Administration – Department of Business Administration

CHAPTER 3: WORK DESIGN CHALLENGES IN A
GLOBAL ENVIRONMENT
 Types of Employees

• Full-time employees
• Part-time employees
• Independent contractors
• Temporary workers
• Contingent workers: Not a full time employee, but a
temporary or part-time worker for a specific period of
time and type of work
CHAPTER 3: WORK DESIGN CHALLENGES IN A
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 Person Job Fit

• Matching characteristics of people with characteristics of jobs

• Based on the fact that people will differ on what they consider good
or bad job
CHAPTER 3: WORK DESIGN CHALLENGES IN A
GLOBAL ENVIRONMENT

Figure - Typical Areas Covered in a Job Analysis Questionnaire

CHAPTER 3: WORK DESIGN CHALLENGES IN A
GLOBAL ENVIRONMENT
3.2. Job Design

Faculty of Business Administration – Department of Business Administration

CHAPTER 3: WORK DESIGN CHALLENGES IN A
GLOBAL ENVIRONMENT

3.2. Job Design

Job design approach

• Job enlargement: Expand the scope of work by increasing
the number of tasks in the job

Faculty of Business Administration – Department of Business Administration

CHAPTER 3: WORK DESIGN CHALLENGES IN A
GLOBAL ENVIRONMENT

3.2. Job Design

 Job design approach (Next)
• Job Enrichment: the job is expanded vertically; employees are
given responsibility that might have previously been part of a
supervisor’s job

Faculty of Business Administration – Department of Business Administration

CHAPTER 3: WORK DESIGN CHALLENGES IN A
GLOBAL ENVIRONMENT

3.2. Job Design

 Job design approach (Next)
• Job rotation: Rotate to different positions

Faculty of Business Administration – Department of Business Administration

CHAPTER 3: WORK DESIGN CHALLENGES IN A
GLOBAL ENVIRONMENT
 Characteristics of Jobs to Consider in Design
Skill Variety
• Extent to which the work requires several activities for successful completion
Task Identity
• Extent to which job includes a whole identifiable unit of work that is carried out
from start to finish
Task Significance
• Impact the job has on other people
Autonomy
• Extent of individual freedom and discretion in the work and its scheduling

Feedback
• Amount of information employees receive about how well or how poorly they
have performed
CHAPTER 3: WORK DESIGN CHALLENGES IN A
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3.3. Diversity Management

Flexible working environment
• Employees work through internet platforms,
communicate and interact remotely

Faculty of Business Administration – Department of Business Administration

CHAPTER 3: WORK DESIGN CHALLENGES IN A
GLOBAL ENVIRONMENT

3.3. Diversity Management

 Flexible working environment
Advantages:
 Cost savings
 Time savings
 No need for a large space
 Reduce the possibility of leaving work
Faculty of Business Administration – Department of Business Administration
CHAPTER 3: WORK DESIGN CHALLENGES IN A
GLOBAL ENVIRONMENT

3.3. Diversity Management

 Flexible working environment
Disadvantages:
• Overtime
• Lack of direct interaction
• Hard to control

Faculty of Business Administration – Department of Business Administration

CHAPTER 3: WORK DESIGN CHALLENGES IN A
GLOBAL ENVIRONMENT

3.3. Diversity Management

 Flexible timetable
 Split work shift
 Shorter work week
 Part-time job
 Share work
 Flexible time

Faculty of Business Administration – Department of Business Administration

CHAPTER 3: WORK DESIGN CHALLENGES IN A
GLOBAL ENVIRONMENT

3.4. Work-life Balance

 Employers design work programs that support employees to
balance work and personal life

 It is an attraction for employees who need flexibility at work

Faculty of Business Administration – Department of Business Administration

CHAPTER 3: WORK DESIGN CHALLENGES IN A
GLOBAL ENVIRONMENT
 Benefits of Work Teams
Improved Productivity

Increased Employee Involvement

Greater Co-worker Trust

Widespread Individual learning

Greater Employee Use of Knowledge Diversity

CHAPTER 3: WORK DESIGN CHALLENGES IN A
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 Telework
Advantages Disadvantages

• Less expenditure for • Possibility of working more

employees hours

• Saves commuting time • Lack of face-time

• Improved productivity and the • Perceived lack of control and

need for less work space physical monitoring

• Helpful in reducing turnover

• Income tax laws
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 Work Schedule Alternatives

Shift Work

Compressed Workweek: Full week’s work is accomplished in

fewer than five 8-hour days

Part-time Schedules

Job Sharing: Two employees perform the work of one full-

time job

Flexitime
CHAPTER 3: WORK DESIGN CHALLENGES IN A
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 Flexibility Scheduling

• Relaxes the traditional time clock control of employees, while still

covering workloads

• Improves quality of an employee’s personal and family life

• Work-life balance: Employer-sponsored programs designed to
balance work and personal life

• Improves recruiting and retention by attracting and keeping people

who need the flexibility