Chapter Three Designing and Analyzing Jobs © 2007 Pearson Education Canada 3-1 Dessler, Cole, Goodman, and Sutherland In-Class Edition Management of Human

Chapter Three

Designing and Analyzing Jobs

© 2007 Pearson Education Canada 3-1

Dessler, Cole, Goodman, and SutherlandIn-Class Edition

Management of Human ResourcesSecond Canadian Edition


Organizing Work

Sam ple Organization Chart

A u d ito rP lan t A

A u d ito rP lan t B

V ice -p re s id e n tF in an ce

M a na g erP lan t A

M a na g erP lan t B

V ice -p re s id e n tO p e ra tio ns

D is tric t S a lesM a n ag e r - W e st

D is tric t S a lesM a n ag e r - E a st

V ice -p re s id e n tS a les

H R M an a g erP lan t A

M a na g erIn d u s tria l R e la tio ns

H R M an a g erP lan t B

V ice -p re s id e n tH u m an R e so u rces

P re sid e n t


Organizing Work

Bureaucra tic S tructure

C h air C h a ir C h a ir

D ean

C h a ir C h a ir C h a ir

D ean

V ice P res id en t


D ean


D ean

V ice P res id en t

P res id en t


Organizing Work

F la t S tructure

A s soc ia te A s soc ia te A s soc ia te A s soc ia te

M an ag er


M an ag er


M an ag er

O w n er


Organizing Work

Company A

Company CCompany B

Boundaryless Structure


Job Design

Job Design–process of organizing work into tasks required for a job

Job–group of related activities/duties for one or more employees

Position–collection of tasks/responsibilities performed by one person

Job Design–process of organizing work into tasks required for a job

Job–group of related activities/duties for one or more employees

Position–collection of tasks/responsibilities performed by one person


Job Design

Specialization

And Industrial

Engineering

Considerations–work simplification–industrial

engineering

Specialization

And Industrial

Engineering

Considerations–work simplification–industrial

engineering

Behavioural

Considerations

–job enlargement–job rotation–job enrichment

Behavioural

Considerations

–job enlargement–job rotation–job enrichment


Job Design

Team-Based Job

Designs

–team-based job

designs–team

Team-Based Job

Designs

–team-based job

designs–team

Human

Engineering

Considerations

–ergonomics

Human

Engineering

Considerations

–ergonomics


Job Characteristics Model

Experienced Meaningfulness

of the Work

Experienced Responsibility

for Work Outcomes

Knowledge of Results from Work Activities

High InternalWork Motivation

High-QualityWork Performance

Low Turnoverand Absenteeism

Skill VarietyTask Identity

Task Significance

Autonomy

Feedback

Core Job Characteristics

Critical Psychological States

Personal and Work Outcomes

Strength of Relationships is Determined by Intensity of Employee Growth Need


The Nature of Job Analysis

Job Analysis

–procedure for determining:• tasks - what is done on the job• behaviours – how the job is done• environment – under what conditions• knowledge, skills & abilities (KSAs) –

required to do the job

Job Analysis

–procedure for determining:• tasks - what is done on the job• behaviours – how the job is done• environment – under what conditions• knowledge, skills & abilities (KSAs) –

required to do the job



U ses o f Job Ana lys is In form ation

H u m anR esou rcesP lan n in g

R ec ru itm en tan d S e lec tion

Job E va lu a tion -W ag e an d S a la ry

D ec is ion s

P erfo rm an ceA p p ra is a l

L ab ou rR e la tion s

Tra in in g ,D eve lop m en t

an dC areer M g m t.

JobD es ig n

Job D esc rip t ion s an dJob S p ec ifica tion s

Job A n a lys is



Step 3: Select Representative Positions/Jobs To Be Analyzed

Step 2: Review Relevant Background Information

Step 1: Identify What The Information Will Be Used For

Step 4: Analyze The Jobs

Step 5: Review Analysis With Incumbent/Supervisor

Step 6: Develop Job Description/Job Specification



Input fromPlant

Managers

InformationOutput to Plant

Managers

Job UnderStudy— Inventory

Control Clerk Inventory Output to

Plant Managers

Input fromSuppliers

Process Chart for Analyzing Job’s Work Flow


Methods of Collecting Job Analysis Information

ObservationObservation

Interviews (individual, group, supervisory)

QuestionnairesQuestionnaires

Participant Diary/LogParticipant Diary/Log



–very structured job analysis questionnaire–provides quantitative job score on five

dimensions of job requirements:1.Decision making/communication/social2.Skills3.Physical activity4.Operating vehicles/equipment 5.Processing information

–very structured job analysis questionnaire–provides quantitative job score on five

dimensions of job requirements:1.Decision making/communication/social2.Skills3.Physical activity4.Operating vehicles/equipment 5.Processing information

Position Analysis Questionnaire



–responsibility for people, data, things–instructions, reasoning and judgment required–mathematical ability requirements–verbal/language facility required

–responsibility for people, data, things–instructions, reasoning and judgment required–mathematical ability requirements–verbal/language facility required

Functional Job Analysis



–reference tool for writing job descriptions/ specifications–compiled by the federal government–contains 25,000 occupations, providing:

• standardized job descriptions• job requirements

–Career Handbook counselling component

–reference tool for writing job descriptions/ specifications–compiled by the federal government–contains 25,000 occupations, providing:

• standardized job descriptions• job requirements

–Career Handbook counselling component

National Occupational Classification (NOC)


Writing Job Descriptions

Job Descriptions

–what job-holder actually does–how the job is performed–under what conditions the job is performed

Job Descriptions

–what job-holder actually does–how the job is performed–under what conditions the job is performed



–job identification–job summary–relationships–responsibilities, duties –authority–performance standards–working conditions (physical environment)

–job identification–job summary–relationships–responsibilities, duties –authority–performance standards–working conditions (physical environment)

Job Description Information


Job Description Guidelines

Be specificBe specific

Be clearBe clear

Indicate scope of authorityIndicate scope of authority

Be briefBe brief

RecheckRecheck



–job descriptions not legally required (but advisable)–clearly identify essential job duties–knowledge, skills and abilities should be sole criteria for decisions regarding:

• transfers• promotions• training• employment

–job descriptions not legally required (but advisable)–clearly identify essential job duties–knowledge, skills and abilities should be sole criteria for decisions regarding:

• transfers• promotions• training• employment

Human Rights Issues


Writing Job Specifications

Job requirements that examinethe required:

–human traits–experience–skill–effort–working conditions

Job requirements that examinethe required:

–human traits–experience–skill–effort–working conditions


Writing Job Specifications

–qualifications must be justifiable (not necessarily those of incumbent)–unjustifiably high education/experience can create systemic discrimination–actual physical/mental demands critical for entry-level jobs–statistical analysis more defensible than judgmental approach

–qualifications must be justifiable (not necessarily those of incumbent)–unjustifiably high education/experience can create systemic discrimination–actual physical/mental demands critical for entry-level jobs–statistical analysis more defensible than judgmental approach

Human Rights Issues


Job Analysis in the Twenty-FirstCentury

–flatter organizations/empowerment

–work teams

–boundaryless structures

–re-engineering

–flatter organizations/empowerment

–work teams

–boundaryless structures

–re-engineering

Concept of Job Is Changing


–most firms continue to:

• use job descriptions

• rely on traditionally defined jobs

–new organizational structures are being built

around broadly defined jobs that change

frequently

–most firms continue to:

• use job descriptions

• rely on traditionally defined jobs

–new organizational structures are being built

around broadly defined jobs that change

frequently

The Future of Job Descriptions

Job Analysis in the Twenty-FirstCentury

Documents

Chapter Three Designing and Analyzing Jobs © 2007 Pearson Education Canada 3-1 Dessler, Cole, Goodman, and Sutherland In-Class Edition Management of Human