4 Chapter The Analysis and Design of Work Objectives • Analyzing a work-flow process, identifying the output, activities, and inputs in the production of a product or service • Understand the importance of job analysis in strategic and human resource management • Choose the right job analysis technique for a variety of human resources activities • Identify the tasks performed and the skills required in a given job • Understand the different approaches to job design • Comprehend the trade-offs among the various approaches to designing jobs Irwin/McGraw-Hill © The McGraw-Hill Companies, 4-2 Developing a Work-Unit Analysis Inputs - material information Equipment - facilities - systems ACTIVITY what tasks are required ? OUTPUT - product/service - how measured? People - knowledge - skills - abilities Irwin/McGraw-Hill © The McGraw-Hill Companies, Organizational Structure 4-3 •Provides a cross-sectional overview of the static relationships between individuals and units that create the outputs •Typically, displayed via organizational chart Irwin/McGraw-Hill © The McGraw-Hill Companies, Dimensions of Structure 4-4 Centralization Decentralization Decision making authority at the top of the organizational chart Decision making authority distributed throughout the lower levels Irwin/McGraw-Hill © The McGraw-Hill Companies, Structural Configurations 4-5 Two common configurations of organizational structure are: Functional  Divisional   Products  Geography  Clients Irwin/McGraw-Hill © The McGraw-Hill Companies, 4-6 The Importance of Job Analysis to HR Managers Career Planning Work Redesign Job Evaluation HR Planning Job Analysis Training and Development Recruitment Selection Irwin/McGraw-Hill Performance Appraisal © The McGraw-Hill Companies, 4-7 The Importance of Job Analysis to Line Managers Understand work-flow work-flow Understand Job Analysis Information Irwin/McGraw-Hill © The McGraw-Hill Companies, 4-8 The Importance of Job Analysis to Line Managers Understand work-flow work-flow Understand Job Analysis Information Irwin/McGraw-Hill Make correct correct Make hiring decisions decisions hiring © The McGraw-Hill Companies, 4-9 The Importance of Job Analysis to Line Managers Understand work-flow work-flow Understand Job Analysis Information Make correct correct Make hiring decisions decisions hiring Evaluate performance performance Evaluate Irwin/McGraw-Hill © The McGraw-Hill Companies, Nature of Information 4-10   Job DescriptionDescription a list of tasks, duties, and responsibilities (TDR’s) Job SpecificationSpecification a list of knowledge, skills, abilities, and other characteristics (KSAO’s) Irwin/McGraw-Hill © The McGraw-Hill Companies, 4-11 Title: Maintenance Mechanic Sample Job Description General Description of Job Duties: General maintenance and repair of all equipment used in a particular district Essential Duty (40%) : Maintenance of Equipment Tasks: Keep a log of all maintenance performed on equipment Replace parts and fluids according to maintenance schedule - - Essential Duty (40%): Repair of Equipment Tasks: Requires inspection of equipment and a recommendation that a piece be scrapped or repaired If equipment is repaired - Essential Duty (10%): Testing and Approval Tasks: Ensure that all required maintenance and repair has been done according to manufacturer specs - Essential Duty(10%): Maintain Stock Tasks: Maintain inventory of parts needed for maintenance and repair of equipment Responsible for ordering parts at lowest cost -Irwin/McGraw-Hill Nonessential © The McGraw-Hill Companies, Functions: Other duties as assigned Job Analysis Methods 4-12    Irwin/McGraw-Hill Task Analysis Inventory Position Analysis Questionnaire (PAQ) Fleishman Job Analysis System © The McGraw-Hill Companies, 4-13 Identifying Job Dimensions and Job tasks for a University Professor Teaching Research (“Prepares (“Prepares and presents research reports lecture material for publication to class.”) in journals.”) Advising (“Gives career counseling advice to students.”) Consulting Service (“Serves on departmental committees as needed.”) (“Performs work for external organizations.”) Irwin/McGraw-Hill © The McGraw-Hill Companies, Job Characteristic Model 4-14 Core Job Dimensions Skill Variety Task Identity Task Significance Autonomy Feedback Irwin/McGraw-Hill © The McGraw-Hill Companies, 4-15 Job Characteristic Model Core Job Dimensions Skill Variety Task Identity Task Significance Psychological States Meaningful Work Autonomy Responsibility for outcome Feedback Knowledge of results Irwin/McGraw-Hill © The McGraw-Hill Companies, Job Characteristic Model 4-16 Psychological States Work Outcomes High Motivation Meaningful Work High Quality Work Responsibility for outcome High Satisfaction Knowledge of results Low Absenteeism and Turnover Irwin/McGraw-Hill © The McGraw-Hill Companies, 4-17 Summary of Job Design Approaches Job Design Approach Satisfaction Dimension Motivational Mechanistic job satisfaction motivation job involvement chance of stress job satisfaction motivation Performance Dimension job performance absenteeism training time chance of error chance of stress use levels training time chance of error use levels absenteeism Legend: Irwin/McGraw-Hill = positive = negative © The McGraw-Hill Companies, 4-18 Summary of Job Design Approaches Job Design Approach Biological Satisfaction Dimension Performance Dimension job satisfaction physical effort fatigue absenteeism medical incidents financial costs Perceptual /motor Irwin/McGraw-Hill Legend: chance of stress training time chance of error use levels job satisfaction motivation = positive = negative © The McGraw-Hill Companies, [...]... equipment and a recommendation that a piece be scrapped or repaired If equipment is repaired - 3 Essential Duty (10%): Testing and Approval Tasks: Ensure that all required maintenance and repair has been done according to manufacturer specs - 4 Essential Duty(10%): Maintain Stock Tasks: Maintain inventory of parts needed for maintenance and repair of equipment Responsible for ordering parts at lowest...4-11 Title: Maintenance Mechanic Sample Job Description General Description of Job Duties: General maintenance and repair of all equipment used in a particular district 1 Essential Duty (40%) : Maintenance of Equipment Tasks: Keep a log of all maintenance performed on equipment Replace parts and fluids according to maintenance schedule - - 2 Essential Duty (40%): Repair of Equipment Tasks: Requires... -Irwin/McGraw-Hill Nonessential © The McGraw-Hill Companies, Functions: Other duties as assigned Job Analysis Methods 4-12    Irwin/McGraw-Hill Task Analysis Inventory Position Analysis Questionnaire (PAQ) Fleishman Job Analysis System © The McGraw-Hill Companies, 4-13 Identifying Job Dimensions and Job tasks for a University Professor Teaching Research (“Prepares (“Prepares and presents research reports... outcome High Satisfaction Knowledge of results Low Absenteeism and Turnover Irwin/McGraw-Hill © The McGraw-Hill Companies, 4-17 Summary of Job Design Approaches Job Design Approach Satisfaction Dimension Motivational Mechanistic job satisfaction motivation job involvement chance of stress job satisfaction motivation Performance Dimension job performance absenteeism training time chance of error chance of... lecture material for publication to class.”) in journals.”) Advising (“Gives career counseling advice to students.”) Consulting Service (“Serves on departmental committees as needed.”) (“Performs work for external organizations.”) Irwin/McGraw-Hill © The McGraw-Hill Companies, Job Characteristic Model 4-14 Core Job Dimensions Skill Variety Task Identity Task Significance Autonomy Feedback Irwin/McGraw-Hill... levels training time chance of error use levels absenteeism Legend: Irwin/McGraw-Hill = positive = negative © The McGraw-Hill Companies, 4-18 Summary of Job Design Approaches Job Design Approach Biological Satisfaction Dimension Performance Dimension job satisfaction physical effort fatigue absenteeism medical incidents financial costs Perceptual /motor Irwin/McGraw-Hill Legend: chance of stress training... Irwin/McGraw-Hill © The McGraw-Hill Companies, 4-15 Job Characteristic Model Core Job Dimensions Skill Variety Task Identity Task Significance Psychological States Meaningful Work Autonomy Responsibility for outcome Feedback Knowledge of results Irwin/McGraw-Hill © The McGraw-Hill Companies, Job Characteristic Model 4-16 Psychological States Work Outcomes High Motivation Meaningful Work High Quality Work Responsibility... satisfaction physical effort fatigue absenteeism medical incidents financial costs Perceptual /motor Irwin/McGraw-Hill Legend: chance of stress training time chance of error use levels job satisfaction motivation = positive = negative © The McGraw-Hill Companies,