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Introduction to HRM (Job Characteristic Model- make jobs more motivating…
Introduction to HRM
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Approaches to Job Design
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Motivation (Job enlargement, enrichment,teamwork & flexibility)
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Mental Capacity ( Filtering Info, clear displays & instructions, memory aids)
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Job Design-process of defining the way work will be performed and the tasks that a given job requires.
To have a sustainable competitive advantage:
skills, capabilities and resources differ among companies
resources are not mobile
cannot replicate rivals resources and implement same strategy
Resources must be Valuable, Rare, Costly to imitate, Organised to capture value.
Development- acquisition of KSAs that improve employees ability to meet changes in job requirements and customer demands
Ethical HR practices:
fair & equitable (procedural and distributive justice)
does the greatest good to the greatest number
respect for basic human rights
(freedom of speech,privacy, freedom of conscience,due process and free consent)
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Job Description: Tasks, Duties,Responsibilities.
Job specifications: KSAs,characteristics of people
Position Analysis Questionnaire (PAQ)
194 questions about work behaviours, conditions & job characteristics
Fleishman Job Analysis System- ask job incumbents to evaluate jobs in terms of abilities required, using a scale.
Job enlargement - job extension ( combining several simple jobs to form a job with wider range of tasks)
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Job evaluation- assessing relative dollar value of each job to the organisation to set fair pay structures.