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  • OBHR CH 4 Job Analysis and Work Design

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    The document discusses job analysis and work design. It explains that job analysis is used to determine the duties, tasks, skills, and requirements of a job. Information for job analysis is collected through interviews, questionnaires, and observation. This information is then used to create job descriptions that outline the job title, duties, specifications, and problems that may arise. The document also discusses job design techniques like job enrichment and flexible work schedules that aim to improve jobs and maximize employee motivation and satisfaction.

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    Job analysis and Design

    Original Title

    OBHR ch 4 Job Analysis and Work Design

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    The document discusses job analysis and work design. It explains that job analysis is used to determine the duties, tasks, skills, and requirements of a job. Information for job analysis is collected through interviews, questionnaires, and observation. This information is then used to create job descriptions that outline the job title, duties, specifications, and problems that may arise. The document also discusses job design techniques like job enrichment and flexible work schedules that aim to improve jobs and maximize employee motivation and satisfaction.

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    © All Rights Reserved
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    Download as pptx, pdf, or txt
    34 views23 pages

    OBHR CH 4 Job Analysis and Work Design

    Uploaded by

    Desi Comedy
    The document discusses job analysis and work design. It explains that job analysis is used to determine the duties, tasks, skills, and requirements of a job. Information for job analysis is collected through interviews, questionnaires, and observation. This information is then used to create job descriptions that outline the job title, duties, specifications, and problems that may arise. The document also discusses job design techniques like job enrichment and flexible work schedules that aim to improve jobs and maximize employee motivation and satisfaction.

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    of 23

    Job Analysis

    and Work Design

    Copyright © 2020 by Nelson Education Ltd. 1


    Learning Outcomes
    Explain job analysis and how it is used in
    conjunction with a firm’s HRM functions.

    Explain how the information for a job analysis is


    typically collected and incorporated into various
    sections of a job’s description.

    Provide examples illustrating the various factors


    that must be taken into account in designing a job,
    including what motivates employees.

    Copyright © 2020 by Nelson Education Ltd. 2


    Learning Outcomes
    Describe the different group techniques and
    types of work schedules used to broaden a
    firm’s job functions and maximize employee
    contributions.

    Copyright © 2020 by Nelson Education Ltd. 3


    Relationship of Job Requirements
    and HRM Functions
    Job specification
    • A statement of the needed knowledge, skills, and abilities
    of the person who is to perform the job

    Job description
    • A statement of the tasks, duties, and responsibilities of
    a job to be performed

    Copyright © 2020 by Nelson Education Ltd. 4


    Relationship of Job Requirements
    and HRM Functions
    • Strategic HR planning
    • Recruitment
    • Selection
    • Training and development
    • Performance appraisal
    • Compensation management
    • Legal compliance

    Copyright © 2020 by Nelson Education Ltd. 5


    Job Analysis
    • A job analysis is the process of obtaining information
    about jobs by determining the duties, tasks, or activities
    of jobs.

    • A job analysis should also outline the tools needed to


    do the job, the environment and times at which it needs
    to done, the people with whom it needs to be done, and
    the outcome or performance level it should produce.

    Copyright © 2020 by Nelson Education Ltd. 6


    Job Analysis

    Copyright © 2020 by Nelson Education Ltd. 7


    Gathering Job Information
    • Interviews
    • Questionnaires
    • Observation

    Copyright © 2020 by Nelson Education Ltd. 8


    9
    10
    © 2013 by Nelson 11
    12
    13
    Job Descriptions
    Job Title
    • Indicates job duties and organizational level

    Job Identification Section


    • Distinguishes job from all other jobs

    Copyright © 2020 by Nelson Education Ltd. 14


    Job Descriptions
    Job Duties, or Essential Functions, Section
    • Indicate responsibilities entailed and results to be
    accomplished

    Job Specification Section


    • Skills required to perform the job and physical demands
    of the job

    Copyright © 2020 by Nelson Education Ltd. 15


    Problems with Job Descriptions
    1. If they are poorly written, using vague rather than
    specific terms, they provide little guidance to the
    jobholder.
    2. They are sometimes not updated as job duties or
    specifications change.
    3. They may violate the law by containing specifications
    not related to job success.
    4. They can limit the scope of activities of the jobholder,
    reducing organizational flexibility.

    Copyright © 2020 by Nelson Education Ltd. 16


    Job Design
    Job Design
    • An outgrowth of job analysis that improves jobs through
    technological and human considerations to enhance
    organization efficiency and employee job satisfaction

    Behavioural Concerns
    • The job enrichment model and the job characteristics
    model: two methods designed to increase the job
    satisfaction of employees.

    Copyright © 2020 by Nelson Education Ltd. 17


    Job Enrichment
    • Increasing the level of difficulty and responsibility of
    the job
    • Allowing employees to retain more authority and control
    over work outcomes
    • Providing unit or individual job performance reports
    directly to employees
    • Adding new tasks to the job that require training and
    growth
    • Assigning individuals specific tasks, enabling them to
    use their particular competencies or skills

    Copyright © 2020 by Nelson Education Ltd. 18


    Job Characteristics Model:
    Designing Jobs to Motivate Employees
    Job Psychological Job
    Characteristics States Outcomes

     Skill variety  Meaningfulness of  Improved work


    the work performed performance
     Task identity
     Responsibility for  Increased Internal
     Task significance motivation
    work outcomes
     Autonomy  Lower absenteeism
     Knowledge of the
     Feedback and turnover
    results of the work
    performed

    Copyright © 2020 by Nelson Education Ltd. 19


    Flexible Work Schedules
    Compressed Workweek
    • Shortening the number of days in the workweek by
    lengthening the number of hours worked per day

    Flextime
    • Working hours that permit employees the option of
    choosing daily starting and quitting times, provided
    that they work a set number of hours per day or week

    Copyright © 2020 by Nelson Education Ltd. 20


    Flexible Work Schedules
    Job Sharing
    • The arrangement whereby two part-time employees
    perform a job that otherwise would be held by one
    full-time employee

    Telecommuting
    • The use of personal computers, networks, and other
    communications technology to do work in the home
    that is traditionally done in the workplace

    Copyright © 2020 by Nelson Education Ltd. 21


    Activity #1
    Prepare a job description for a job that a friend or colleague
    holds. Ask questions about each of the specific areas
    covered in the job description.

    Copyright © 2020 by Nelson Education Ltd. 22


    Activity #2
    Using a job that you know well (or the job that you have
    described in Activity #1), use one of these job design
    techniques to make the job more rewarding:
     Job enlargement
     Job rotation
     Job enrichment

    Copyright © 2020 by Nelson Education Ltd. 23

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