Chapter 4 Job Analysis and Job Design Job versus Positions Job Analysis Data Sources and...
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Chapter 4 Job Analysis and Job Design • Job versus Positions • Job Analysis • Data Sources and Data-Collection Methods • Job Analysis and HR • Legal Aspects of Job Specifications • The Changing Environmental • Job Design Copyright 2011 Health Administration Press
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Transcript of Chapter 4 Job Analysis and Job Design Job versus Positions Job Analysis Data Sources and...
Copyright 2011 Health Administration Press
Chapter 4Job Analysis and Job Design• Job versus Positions• Job Analysis• Data Sources and Data-Collection Methods• Job Analysis and HR• Legal Aspects of Job Specifications• The Changing Environmental• Job Design
Copyright 2011 Health Administration Press
Job Analysis
• Cornerstone of SHRM
• The process of obtaining information about jobs by determining the job’s duties, tasks, and activities
• Foundation of job description and job specifications
• Job description: summary of tasks, duties, and responsibilities
• Job specification: personal qualifications required to perform the above duties and responsibilities
Copyright 2011 Health Administration Press
Data Sources and Methods
• Data sources include the job analyst, the employee, and the supervisor
• Methods of data collection: observation, interview, questionnaire, job performance, employee diary, technical conference, competency model, and the Occupational Information Network
Copyright 2011 Health Administration Press
Job Analysis and HR• Job analysis is the foundation for all HR activities.
• Identify necessary skills and job relatedness for recruitment and retention.
• Determine the relative worth of jobs.
• Determine training.
• Assess relevant job functions for performance appraisal.
• Legal basis and defense for managing HR functions.
Copyright 2011 Health Administration Press
The Changing Environment
• Future-oriented job analysis
• Competency-based job analysis
• General job analysis
• Flexible and complex jobs require broader capabilities (i.e., intelligence, adaptability, and teamwork).
Copyright 2011 Health Administration Press
Job Design• The process of structuring jobs to enhance efficiency and job satisfaction
• Increased job specialization in healthcare
• Job enlargement: increasing the scope of jobs to provide greater variety (horizontal expansion)
• Job enrichment: increasing autonomy and responsibility (vertical expansion)
• Employee empowerment: allowing decisions to be made by those closest to the work
• Work group redesign: different team structures
Copyright 2011 Health Administration Press
Work Schedule Redesign• Compressed workweek and reduction in the number of workdays
while increasing the hours worked per day
• Flextime: flexible employee starting and ending times
• Job sharing: two part-time employees sharing one full-time job
• Telecommuting: performing work away from the office through the use of technology
• Contingent workers: independently contracted and on-call workers
