Chapter 4Learning Objectives

1. Summarize the elements of work flow analysis.

2. Describe how work flow is related to an organization’s structure.

3. Define the elements of a job analysis, and discuss their significance in human resource management.

4. Tell how to obtain information for a job analysis.

Chapter 4Learning Objectives (continued)

5. Summarize recent trends in job analysis.

6. Describe methods for designing a job so that it can be done efficiently.

7. Identify approaches to designing a job to make it motivating.

8. Explain how organizations apply ergonomics to design safe jobs.

9. Discuss how organizations can plan for the mental demands of a job.

Developing a Work Flow Analysis

Job RequirementsJob RequirementsJob RequirementsJob Requirements

Relationship of Job Requirementsto Other HRM Functions

RecruitmentRecruitmentRecruitmentRecruitment

SelectionSelectionSelectionSelection

Performance Performance AppraisalAppraisal

Performance Performance AppraisalAppraisal

Training and Training and DevelopmentDevelopment

Training and Training and DevelopmentDevelopment

Compensation Compensation ManagementManagement

Compensation Compensation ManagementManagement

Determine recruitment qualificationsDetermine recruitment qualificationsDetermine recruitment qualificationsDetermine recruitment qualifications

Provide job duties and job Provide job duties and job specifications for selection processspecifications for selection process

Provide job duties and job Provide job duties and job specifications for selection processspecifications for selection process

Provide performance criteria for Provide performance criteria for evaluating employeesevaluating employees

Provide performance criteria for Provide performance criteria for evaluating employeesevaluating employees

Determine training needs and develop Determine training needs and develop instructional programsinstructional programs

Determine training needs and develop Determine training needs and develop instructional programsinstructional programs

Provide basis for determining Provide basis for determining employee’s rate of payemployee’s rate of pay

Provide basis for determining Provide basis for determining employee’s rate of payemployee’s rate of pay

Job Analysis

The process of getting detailed information about jobs.

Parts of a Job Description• Job Information Section

• Job Summary Section

Job Description (cont’d)

• Tasks, duties, responsibilities (TDRs)

• Knowledge, skills, abilities (KSAs)

Approaches to Job Design

Job Satisfaction is Slipping

Designing Jobs That Motivate

• Job Enlargement • Job Enrichment

Characteristics of a Motivating Job

Job Characteristics Model

• Job Characteristics– Skill variety– Task identity– Task

significance– Autonomy– Feedback

• Psychological States– Meaningfulness

of the work performed

– Responsibility for work outcomes

– Knowledge of the results of the work performed.

• JobOutcomes– Improved work

performance– Increased

Internal motivation

– Lower absenteeism and turnover

Designing Jobs That Motivate (continued):

Telework

• Telework – the broad term for doing one’s work away from a centrally located office.

• Advantages to employers include:– less need for office space– greater flexibility to employees with special

needs

• Easiest to implement for managerial, professional, or sales jobs.

• Difficult to set up for manufacturing workers.

Designing Jobs That Meet Mental Capabilities and Limitations

• Work is designed to reduce the information- processing requirements of the job.

• Workers may be less likely to make mistakes or have accidents.

• Simpler jobs may be less motivating.• Technology tools may be distracting

employees from their primary task resulting in increased mistakes and accidents.