Human Resource Management ELEVENTH EDITON

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Human ResourceManagement ELEVENTH EDITON
SECTION 2StaffingtheOrganization
Robert L. Mathis ? John H. Jackson
Chapter 6

• Jobs and job analysis

PowerPoint Presentation by Dr. Zahi Yaseen
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Jobs and job analysis

• After you have read this chapter, you should be
  able to
• - Discuss workflow analysis and business
  process reengineering as approaches to
  organizational work.
• Define job design and identify five design
  characteristics for jobs.
• Explain how work schedules and telework are
  affecting jobs and work.
• Describe job analysis, and the stages in and
  methods used in the job analysis process
• Indicate how job analysis has both legal and
  behavioral aspects.
• Identify the components of job descriptions.

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Jobs and job analysis

• Changing the nature of work and HR management
• Jobs that are routinized replaced by machines.
  Example In Banks, depositing and withdrawing
  money done by ATM machines.
• In HR management , the most important
  activities associated with jobs are Figure 1
• 1- Workflow analysis
• 2- Re-engineering
• 3- Job design
• 4- job analysis
• 5- job descriptions

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Influences Affecting Jobs, People, and Related HR
Policies
Figure 1
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Jobs and job analysis

• Workflow analysis
• A study of the way work (inputs, activities,
  and outputs) moves
• through an organization.
• Work Effort directed toward producing or
  accomplishing results.
• But the entire work to be done must be divided
  into jobs so that
• it can be coordinated in some logical way.
• Job A grouping of tasks, duties, and
  responsibilities that
• constitutes the total work assignment for an
  employee

Inputs People Materials Equipment
Activities Tasks and Jobs
OutputsGoods and Services
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Jobs and job analysis

• Business process Re-engineering
• Measures for improving such activities as
  product development, customer service , and
  service delivery.
• Re-engineering consists of three phases
• 1- Re-think Examine how workflow and jobs in the
  company affect customer satisfaction and service.
• 2- Re-design analyze how jobs put together,
  workflow, and how results achieved, and do
  necessary redesign.
• 3- Re-tool look at new technologies (
  equipments, computers, software) to improve
  productivity, service quality, and customer
  service.

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Jobs and job analysis

• Job Design
• Organizing tasks, duties, and responsibilities
  into a productive unit of work, Its a process of
  matching characteristics of people with
  characteristic of job ( Person/job fit. Figure
  2). Its dealing with job enlargement/ job
  enrichment, and job rotation.
• Job design receive greater attention because
• Job design can influence performance in certain
  jobs.
• Job design can affect job satisfaction
• Job design can affect both physical and mental
  health.

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Jobs and job analysis

• Person/job fit
• Figure 2

• Persons
• Energy
• Talents
• Interests
• Needs wants
• Productivity
• Job satisfaction

• Jobs
• Content
• Tasks
• Duties
• Responsibilities
• Methods used
• Other people
• Status
• Tools and equipments

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Jobs and job analysis

• Job Design
• Three approached to job design
• Job Enlargement
• Broadening the scope of a job by expanding the
  number of different tasks to be performed.
  Example A nurse in a hospital help doctors in
  the emergency section, under the job enlargement
  , the nurse will be called in other hospital
  sections.
• Job Enrichment
• Increasing the depth of a job by adding the
  responsibility for planning, organizing ,
  controlling, and evaluating the job. In our
  example Under the job enrichment , the nurse
  promoted to be in charged of all nurses
  activities in the emergency section.
• Job Rotation
• The process of shifting a person from job to job.
  In our example The nurse assigned one year as
  reception.

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• Characteristics of Jobs a model developed by
  Hackman and Oldham for better results and
  outcomes. Figure 3

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Job Characteristics Model
Figure 3
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Using Teams in Jobs another way of enhancing
productivity and quality at work
(Figure 4)
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Shamrock Team
Figure 4
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Team Jobs

• Advantages
• Improved productivity
• Increased employee involvement
• More widespread employee learning
• Greater employee ownership of problems

• Disadvantages
• Requires employees to be group oriented
• Not appropriate for most work in organizations
• Can be overused
• Difficult to measure team performance
• Individual compensation interferes with team
  concept

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Alternative Work Schedules

• Flextime
• A work scheduling arrangement in which employees
  work a set number of hours per day but vary their
  starting and ending times.
• Compressed Work Week
• A work schedule in which a full weeks work is
  accomplished in fewer than five days.
• Telecommuting
• The process of going to work via electronic
  computing and telecommunications equipment.
• Temporary Locations
• Hoteling
• Virtual office
• Effects of Alternative Work Arrangements
• A shift to evaluating employees on results
• Greater trust, less direct supervision
• Lack of direct contact (visibility)

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Job Analysis

• A systematic way to gather and analyze
  information about the content, context, and the
  human requirements of jobs . Its about what
  people are doing in the job. It includes Work
  activities and behaviors , Interactions with
  others, Performance standards, Machines and
  equipments used, Working conditions, Knowledge,
  skills, and abilities needed. Figure 5
• Task-Based Job Analysis
• Task identifiable work activity composed of
  motions
• Duty A larger work segment composed of several
  tasks that are performed by an individual
• Responsibilities Obligations to perform certain
  tasks and duties

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Job Analysis in Perspective
Figure 5
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Stages in the job analysis process
Planning the job analysis 1- identify objectives
of job analysis, redesign, change structure 2-
obtain top management support, managers
involvement
Preparing and communicating the job analysis 1-
Identify jobs and methodology, hourly jobs, jobs
in one division 2- review existing job
documentation, org chart, job description 3-
communicate process to managers and employees,
participation
Conducting the job analysis 1- Gather job
analysis data, survey, questionnaires 2- Review
and compile data, job, job family, and org chart
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Developing job descriptions and job
specifications 1- Draft job descriptions and
specifications, duties, skills, knowledge 2-
review drafts with managers and employees,
participation 3- identify recommendations 4-
finalize job descriptions and recommendations
Maintain and updating job descriptions and job
specifications 1- update job descriptions and
specifications as organization Changes, such time
of vacancy. 2- periodically review jobs, new
technology.
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Job Analysis Methods

• Observation observe the individual perform the
  job and take notes. Figure 6
• Interviewing visit each job site and talk with
  employees performing each job.
• Questionnaires a survey used to gather
  information about a job. Position analysis
  questionnaire (PAQ), work oriented survey.
  Management position description questionnaire
  (MPDQ).
• Computerized job analysis to develop more
  accurate and comprehensive job description,
  linked to compensation program, and performance
  appraisal system.

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Job Analysis Methods
Figure 6
Job Analysis Methods
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Job Descriptions and Job Specifications

• Job Description
• Identification of the tasks, duties, and
  responsibilities of a job
• Performance Standards
• Indicator of what the job accomplishes and how
  performance is measured in key areas of the job
  description.
• Job Specification
• The knowledge, skills, and abilities (KSAs) an
  individual needs to perform a job satisfactory.

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Job Description Components

• Identification
• Job title
• Reporting relationships
• Department
• Location
• Date of analysis
• General Summary
• Describes the jobs distinguishing
  responsibilities and components

• Essential Functions and Duties
• Lists major tasks, duties and responsibilities
• Job Specifications
• Knowledge, skills, and abilities
• Education and experience
• Physical requirements
• Disclaimer
• Of implied contract
• Signature of approvals

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Sample of job description and specification

• JOB DESCRIPTION
• Job Title
  Secretary/Receptionist
• Reporting to Company
  Accountant
• Working with The Board
  and the MSM Team at the
• 
  Delphi Centre of Excellence
• British Computer Society The company is
  accredited to the BCS
  .
  Professional
  Development Scheme.
• Duties and Responsibilities
• This is a responsible position which sometimes
  includes work of a confidential nature and the
  post-holder is required to have due regard for
  this at all times.
• Job Specifications
• At least 12 months experience in similar field,
  or had a training session in the same field,