2. Work Flow Job Analysis

7/27/2019 2. Work Flow Job Analysis

1/35


2/35

Job Analysis and

Job Design


3/35


4/35


5/35


6/35

Boundary- less Organization:

An Organizational structure that enables an organizationto form relationships with customers, suppliers, andcompetitors either to pool organizational resources for mutual benefits or to encourage cooperation in an

uncertain environment:Joint ventures with customers, suppliers andcompetitors.

Emphasis on teams whose members may crossorganizational boundaries.

Shares many characteristics of flat organizationalstructure.


7/35

Team:

A small number of people with complementaryskills who work toward common goals for whichthey hold themselves mutually accountable.

Self Managed Team (SMT):

A team responsible for producing an entireproduct, a component, or an ongoing service.


8/35

Common Misconceptions about Self Managed Teams (SMTs)

SMTs do not need Leaders - Without Leader ( ??? )Leaders loose power in SMTs.Instead of exercising power within the group to

control people, leaders of SMTs torn their power outward to break down barriers and Prevent histeam.Newly formed teams are automatically SMTs.

Team Development needs Time .If groups are formed they work as team andorganization reaps the benefits of team work.It is again a Time Consuming process.


9/35

Job Design: :

The process of organizing work into the tasksrequired to perform a specific job. Job design reflects the organizational, environments,and behavioral demands placed on it.

Work Specification:

It assumes that the work can be broken down intosimple, repetitive and narrowly defined tasks thatmaximize efficiency.

Various Terms


10/35


11/35


12/35


13/35

Various Steps in Job Analysis

1. Plan the job analysis.

2. Prepare for job analysis.

3. Decide how to get the required information

interview, questionnaire, survey.4. Review background information such as Org charts,

processed charts- jobs relationship/ variouspositions.

5. Take sample of positions not possible to knowabout each & every job of large number of employees.

Conti


14/35


15/35


16/35

Job Analysis

Information


17/35


18/35


19/35


20/35

Methods of Gathering theJob Information

1. Interviews

2. Panel of experts

3. Observation

4. Diaries/ Logs

5. Questionnaires


21/35


22/35


23/35


24/35

Position Analysis Questionnaire(PAQ)

A questionnaire used to collect quantifiable dataconcerning the duties & responsibilities of various

jobs. The information collected includes:

Information Input

Mental Processes

Work Output

Relationship with other persons

Job Context

Other Characteristics


25/35


26/35

The Flexible Work Force

Core Workers:

An Organizations full-time employees and enjoy theprivileges.

Contingent workers:

Workers hired to deal with temporary increases in anorganizations workload or to do work that is not partof its core set of capabilities. e.g. Part-time employees,outsourcing, contract workers, college internees.


27/35


28/35

Human Resource Information System(HRIS)

A system used to collect, record, store, analyze, andretrieve data concerning an organizations HumanResource. HRIS application software includes:

1. Employee Information

2. Applicant Tracking

3. Skill Inventory

4. Payroll5. Benefits Administration


29/35


30/35


31/35

Organizationalelements

Job Design Output- Input Framework

Environmentalelements

Behavioralelements

Feedback

Job DesignProductive &

SatisfyingJob

TRANSFORMATIONPROCESSINPUTS

DESIRED INPUTS


32/35

1. Organizational elements:

Mechanistic approach involves identifying and

arranging every task to minimize time & effort.

Work flow setting right sequence & balance

between various tasks to achieve efficiency.

Work practices set of ways of performing work;

these emanate from traditions, wishes & culture.

Ergonomics physical relationship between work

and the worker.

Elements of Job Design


33/35


34/35


35/35

Documents

2. Work Flow Job Analysis