Transcript Slide 1

Chapter 4
Learning 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 4
Learning 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
Relationship of Job Requirements
Job Requirements to Other HRM Functions
Recruitment
Determine recruitment qualifications
Selection
Provide job duties and job
specifications for selection process
Performance
Appraisal
Provide performance criteria for
evaluating employees
Training and
Development
Determine training needs and develop
instructional programs
Compensation
Management
Provide basis for determining
employee’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.
• Job
Outcomes
– 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.