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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