JOB ANALYSIS AND JOB DESIGN (Characteristic of jobs (Skill variety Extent…
JOB ANALYSIS AND JOB DESIGN
Indicators of what the job accomplishes and how performance is measured in key areas of the job description.
Business process re-engineering (BPR)
= measures for improving such activities as product development, customer service, and service delivery.
Look at new technologies (equipment, computers, software, etc.) as opportunities to improve productivity, service quality, and customer satisfaction.
Analyze how jobs are put together, the workflow, and how results are achieved; then re-design the process as necessary.
Examine how the current organization of work and jobs affects customer satisfaction and service.
= Matching characteristics of people with characteristics of jobs.
Broadening the scope of a job by expanding the number of different tasks to be performed.
Increasing the depth of a job by adding responsibility for planning, organizing, controlling, or evaluating the job.
Process of shifting a person from job to job.
Characteristic of jobs
Extent to which the work requires several different activities for successful completion
Extent to which the job includes a “whole” identifiable unit of work that is carried out from start to finish and that results in a visible outcome.
Impact the job has on other people.
Extent of individual freedom and discretion in the work and its scheduling.
Amount of information employees receive about how well or how poorly they have performed.
= Organizing tasks, duties responsibilities, and other elements into a productive unit of work.
affect both physical and mental health.
can affect job satisfaction
influence performance in certain jobs, especially those where employee motivation can make a substantial difference.
= study of the way work (outputs, activities, and inputs) moves through an organization.
Organizational team formed to address specific problems, improve work processes, and enhance the overall quality of products and services.
Organizational team composed of individuals who are assigned a cluster of tasks, duties, and responsibilities to be accomplished.
Organizational team composed of individuals who are separated geographically but linked by communications technology.
The goal-oriented and integrated process of planning, recruiting, developing, managing, and compensating employees.
A list of a job s duties, responsibilities, reporting relationships, working conditions, and supervisory responsibilities one product of a job analysis.
A list of a jobs human requirements, that is, the requisite education, skills, personality, and so on another product of a job analysis.
Scheduling arrangement in which employees work a set number of hours a day but vary starting and ending times.
Scheduling arrangement in which two employees perform the work of one full-time job.
Schedule in which a full week’s work is accomplished in fewer than five 8-hour days.
= Systematic way of gathering and analyzing information about the content, context, and human requirements of jobs.
Task Inventory Analysis
identifiable work activity composed of motion
segment composed of several tasks that are performed by an individual.
Obligations to perform certain tasks and duties.
Individual capabilities that can be linked to enhanced performance by individuals or teams.
Job analysis guideline
Use several different job analysis tools.Do not rely just on a questionnaire, for instance, but supplement your survey with a short follow-up interview
Make sure the questions and the process are both clear to the employees
Make the job analysis a joint effort by a human resources manager, the worker, and the worker s supervisor.