Transcript Slide 1

Chapter 4
The Analysis and Design
of Work
Copyright © 2015 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education.
Learning Objectives
1. Analyze an organization’s structure and work flow process, identifying
output, activities and inputs in production of a product or service.
2. Understand importance of job analysis in strategic HRM.
3. Choose the right job analysis technique for a variety of HR activities.
4. Identify tasks performed and skills required in a given job.
5. Understand different approaches to job design.
6. Comprehend trade-offs among various approaches to designing jobs.
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Work-flow Design
Work-flow design - process of analyzing tasks
necessary for production of a product or service,
prior to assigning tasks to a particular job
category or person.
 Organization structure - relatively stable and
formal network of vertical and horizontal
interconnections among jobs that constitute the
organization.
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Work-flow Analysis
 Work-flow analysis is useful in providing a
means for managers to understand all tasks
required to produce a high-quality product and
the skills necessary to perform those tasks.
 Work-flow analysis includes analyzing:
 work outputs
 work processes
 work inputs
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Developing a Work-Unit Activity Analysis
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Lean Production VS Batch Work Methods
 Lean Production is processes that emphasize
manufacturing goods with minimum amount of time,
materials, money and people to leverage technology and
flexible, well-trained and skilled personnel to produce
more custom products for less.
 Batch Work Methods use large groups of low skilled
employees to churn out long runs of identical mass
products stored in inventories for later sale.
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Organization Structure
 Organization structure provides a crosssectional overview of the static relationship
between individuals and units that create
outputs.
 Two dimensions of structure are:
1. Centralization
2. Departmentalization
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Structural Configuration
Divisional
• workflow
departmentalization
• low level of centralization
• semi-autonomous
• flexible and innovative
• sensitive to subtle
differences across products,
regions and clients
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Importance of Job Analysis to HR Managers
Work Redesign
Performance Appraisal
HR Planning
Training &
Development
Selection
Career Planning
Job Evaluation
Job Analysis
Job Analysis
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Job Analysis Information
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Sample Job Description
Job Title: Maintenance Mechanic
General Job Description: General maintenance and repair
of all equipment used in operations of a particular district.
Includes servicing company used vehicles, shop equipment
and machinery used on job sites.
1. Essential duty (40%) Maintenance of Equipment
2. Essential duty (40%) Repair of Equipment
3. Essential duty (10%) Testing and Approval
4. Essential duty (10%) Maintain Stock
Nonessential functions: Other duties assigned
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Job Analysis Methods
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PAQ’s 6 Sections
Information Input
Relationships
Mental Processes
Job Context
Work Output
Other Characteristics
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Position Analysis
Questionnaire Dimensions
 Decision/communication/general responsibilities
 Clerical/related activities
 Technical/related activities
 Service/related activities
 Regular day schedule versus other work schedules
 Routine/repetitive work activities
 Environmental awareness
 General physical activities
 Supervising/coordinating other personnel
 Public/customer/related contact activities
 Unpleasant/hazardous/demanding environment
 Non-typical work schedules
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Job Design and Job Redesign
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Four Approaches Used in Job Design
Motivational
Biological
Perceptual-motor
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Mechanistic Approach
Specialization
Skill Variety
Work Methods Autonomy
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Motivational Approach
Decision-making autonomy
Task significance
Interdependence
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Job Characteristics Model
A model of how job design affects employee reaction
Job Characteristics
Skill Variety
Task Identity
Task Significance
Autonomy
Feedback
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Biological Approach
 Physical demand
 Ergonomics
 Work Conditions
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Perceptual-Motor Approach
Job complexity
Information processing
Equipment use
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Importance of Job Analysis
to Line Managers
1. Managers must have detailed information
about all the jobs in their work group to
understand work-flow process.
2. Managers need to understand job
requirements to make intelligent hiring
decisions.
3. Managers must clearly understand tasks
required in every job.
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Trade-Offs Among Job Design Approaches
Approach
Motivational
Mechanistic
Biological
PerceptualMotor
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Summary
 Job analysis and design is a key component for a competitive advantage
and strategy.
 Managers need to understand the entire work-flow process to ensure
efficiency and effectiveness and have clear, detailed job information.
 Managers can redesign jobs so the work unit is able to achieve its goals
while individuals benefit from motivation, satisfaction, safety, health and
achievement.
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ONet 5 point Bonus
 Look up the job you really want on ONet
 Find the SOC code for that position
 Review the key job demands/skill needs
 Identify any job demands/skill needs you lack
 Email that information to Prof M with email subject line:
 “Mgmt 340 Ideal Job Assignment” on or before 7/7/15
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