Chapter 4 Learning Objectives 1.Summarize the elements of work flow analysis. 2.Describe how work...
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Transcript of Chapter 4 Learning Objectives 1.Summarize the elements of work flow analysis. 2.Describe how work...
Chapter 4Learning 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 4Learning 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
Job RequirementsJob RequirementsJob RequirementsJob Requirements
Relationship of Job Requirementsto Other HRM Functions
RecruitmentRecruitmentRecruitmentRecruitment
SelectionSelectionSelectionSelection
Performance Performance AppraisalAppraisal
Performance Performance AppraisalAppraisal
Training and Training and DevelopmentDevelopment
Training and Training and DevelopmentDevelopment
Compensation Compensation ManagementManagement
Compensation Compensation ManagementManagement
Determine recruitment qualificationsDetermine recruitment qualificationsDetermine recruitment qualificationsDetermine recruitment qualifications
Provide job duties and job Provide job duties and job specifications for selection processspecifications for selection process
Provide job duties and job Provide job duties and job specifications for selection processspecifications for selection process
Provide performance criteria for Provide performance criteria for evaluating employeesevaluating employees
Provide performance criteria for Provide performance criteria for evaluating employeesevaluating employees
Determine training needs and develop Determine training needs and develop instructional programsinstructional programs
Determine training needs and develop Determine training needs and develop instructional programsinstructional programs
Provide basis for determining Provide basis for determining employee’s rate of payemployee’s rate of pay
Provide basis for determining Provide basis for determining employee’s rate of payemployee’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.
• JobOutcomes– 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.