Transcript Job Analysis & Job Design

Job Analysis &
Job Design
Paul L. Schumann, Ph.D.
© 2011 by Paul L. Schumann. All rights reserved.
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Work-Flow Analysis
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Work Output
• What is the work output of a work unit?
• What are the work standards?

Work Processes & Activities
• What tasks are necessary?
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Work Inputs
• What raw materials, equipment, and
human KSAOs are needed?
2
Organization Structure

Dimensions of Structure
• Degree of Centralization
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Centralized
Decentralized
• Method of Departmentalization
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Departments based on functional similarity
Departments based on work-flow similarity
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Organization Structure
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Structural Configurations
• Functional Structure

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High centralization
Departments based on business functions
• Divisional Structure
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Low centralization
Departments based on work-flow
4
Job Analysis
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Job Descriptions
• Tasks, duties, and responsibilities
(TDRs)
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Job Specifications
• Qualifications
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Knowledge, skills, abilities, and other
characteristics (KSAOs)
Might combine job description & job
spec into one document for each job
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Job Analysis

Some examples of job descriptions
• Restaurant Manager

http://krypton.mnsu.edu/~schumann/www/teach/sample_job_descrip.pdf
• Store Manager
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http://corporate.burlingtoncoatfactory.com/employment/job_storemgr.shtml
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Job Analysis

Format of each task statement
• First word or phrase: What action is being
performed?
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Present-tense verb: “Supervise …”
• Next word or phrase: To whom or what is
the action performed?
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Object of verb: “… operation of bar …”
• Last phrase: Additional information
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“… to maximize profitability, minimize legal
liability, and conform to alcoholic beverage
regulations
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Job Analysis

Uses of Job Analysis
• Job redesign
• Selection
• Training and development
• Performance appraisal
• Pay
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Job Analysis

Sources of information
• Job incumbents
• Supervisors
• Other sources
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Job Analysis

Methods
• Position Analysis Questionnaire (PAQ)
• O*Net: http://www.onetonline.org/
• Others

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Do it yourself
Other standardized questionnaires
• Professional & Managerial Position Questionnaire
(PMPQ)
• Others
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Job Design & Job Redesign

Mechanistic approach
• Task specialization
• Skill simplification
• Repetition
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Job Design & Job Redesign
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Motivational approach
• Job Characteristics Model (Hackman &
Oldham)
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Job characteristics: (1) Skill variety, (2)
Task identity, (3) Task significance, (4)
Autonomy, & (5) Feedback
Implementation
• Job enlargement
• Job enrichment
• Self-managing teams
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Job Design & Job Redesign
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Biological approach
• Ergonomics
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Redesign equipment to better fit the human
body
Redesign work and work processes
Perceptual-motor approach
• Redesign jobs to better fit human
cognitive capabilities
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