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HRM Activity - Job analysis + Work Design (Job Characteristics Model (JCM)…
HRM Activity - Job analysis + Work Design
Job Analysis
- the process whereby jobs are divided and analysed to determine why jobs exists and what is required to do them
Work Design
- the process of defining the way work will be performed in order to ensure it meets the needs of the employee and the organisation
A source of
competitive advantage
(getting work done by attracting and retaining staff) - SHRM
Focus on
meeting employees' motivational needs
and those of the
organisation
"Soft"
HRM approach
Work design - modern work
Engaging and satisfying work:
Flexible
Challenging
Meaningful
Developmental
Autonomy
Teams
For the organisation:
Productivity
Org. effectiveness
Cost effectiveness
Competitive advantage (branding/ best place to work)
Flexibility/ agility to cope with change
Job Characteristics Model (JCM)
- a theory that supports the view that work design influences workers' motivation to do their job well
Skill Variety
- job requires a variety of skills
Task identity
- job requires completion of a whole piece of work
Task significance
- job has substantial impact on the organisation
Autonomy
- job provides freedom and independence
Feedback
- individual, direct and clear feedback about performance
E.g. Westpac
Offer flexibility and autonomy to employees
Employers trust employees to get work done
People from diverse backgrounds and degrees can work at Westpac
The work is challenging
Work design - SHRM
Hard (HR) Reasons
Competitive advantage
Productivity
Flexibility
Efficiency
Soft (HR) Reasons
Motivation
Job satisfaction
Flexibility
Balance
Work Design and HRM Model
Work Design
Flexible work
Team work
Virtual work
Interesting and fulfilling work
Job Analysis and HRM Model
Job Analysis
Job description
Person specification
Competency profiling
Job Description
- a statement that describes the job and the conditions under which it will be performed
The job is reviewed and created in a way to motivate and retain the job holder
Person specification
- the skills, knowledge and personality traits that describe the 'best fit' person or ideal candidate for a position to be filled
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Job descriptions and person specifications need to be reviewed regularly in order to ensure that they meet the job and requirements
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Competency Profiling
- a grouping of competencies that reflect the needs of the position and/or organisation in order to meet organisational outcomes
Identifies unique traits and characteristics that would result in improved performance
Modern organisations are now likely to focus on job competencies
Changing environment + complex work
Strategic - Human capital is a source of competitive advantage
Proactive - HRM
Flexibility and adaptability
Competencies are strategic
Competencies are directly linked to organisational success and can cover a range of work and individual factors
Importance of Jobs
Individual
Income
Identity
Status
Organisation
Basic component of production
Effectiveness
Efficiency
Structure
Technology