copyright © 2008 pearson education canada designing and analyzing jobs dessler & cole human...

Copyright © 2008 Pearson Education Canada

Designing and Analyzing Jobs

Dessler & Cole

Human Resources Management in Canada Canadian Tenth Edition

Copyright © 2008 Pearson Education Canada 4-2

Organizing Work: Organization Charts

President

Vice-President Finance

Vice-PresidentOperation

Vice-PresidentSales

Vice-PresidentHR

Auditor Plant A

Auditor Plant B

Manager Plant A

Manager Plant B

Direct SalesManager

West

Direct SalesManager

East

HR ManagerPlant A

HR ManagerIndustrialRelations

HR ManagerPlant B


Organizing Work: Bureaucratic Structure

President

Vice-President Vice-President

Dean Dean Dean Dean

Chair

Chair

Chair

Chair

Chair

Chair

Chair

Chair

Chair

Chair

Chair

Chair


Organizing Work: Flat Structure

Owner

Manager Manager Manager

Associate Associate Associate Associate Associate Associate Associate Associate Associate Associate Associate Associate


Organizing Work:Boundaryless Structure

Company A

Company CCompany B


Job Design

Job Design process of organizing work into tasks required for a job

Job group of related activities/duties for one or more employees

Position collection of tasks/responsibilities performed by one person

Job Design process of organizing work into tasks required for a job

Job group of related activities/duties for one or more employees

Position collection of tasks/responsibilities performed by one person


Job Design Considerations

Specialization

and Industrial

Engineering

Considerations

•work simplification•industrial •engineering

Specialization

and Industrial

Engineering

Considerations

•work simplification•industrial •engineering

Behavioural

Considerations

• job enlargement• job rotation• job enrichment• team-based job

designs

Behavioural

Considerations

• job enlargement• job rotation• job enrichment• team-based job

designs

Human

Engineering

Considerations

• ergonomics

Human

Engineering

Considerations

• ergonomics


Job Characteristics Model

Experienced Meaningfulness

of the Work

Experienced Responsibility

for Work Outcomes

Knowledge of Results from Work Activities

High InternalWork Motivation

High-QualityWork Performance

Low Turnoverand Absenteeism

Skill VarietyTask Identity

Task Significance

Autonomy

Feedback

Core Job Characteristics

Critical Psychological States

Personal and Work Outcomes

Strength of Relationships is Determined by Intensity of Employee Growth Need


The Nature of Job Analysis

Job Analysis procedure for determining:

tasks, duties and responsibilities of a job human attributes (knowledge, skills, abilities)

required to perform a job

Job Analysis procedure for determining:

tasks, duties and responsibilities of a job human attributes (knowledge, skills, abilities)

required to perform a job


Uses of Job Analysis Information

Job Analysis

Job Descriptionsand Specifications

HR PlanningRecruitment

And Selection

Job Evaluation –Wage and Salary

Decisions

PerformanceAppraisal

LabourRelations

Training,Development,

and Career MgmtJob Design


Steps in Job Analysis

Step 3: Select Representative Positions/Jobs To Be Analyzed

Step 2: Review Relevant Background Information

Step 4: Analyze The Jobs

Step 5: Review Analysis With Incumbent/Supervisor

Step 6: Develop Job Description/Job Specification

Step 1: Identify What The Information Will Be Used ForStep 1: Identify What The Information Will Be Used For


Process Chart for Analyzing Job Work Flow

Input fromPlant

Managers

InformationOutput to Plant

Managers

Job UnderStudy – Inventory

Control Clerk Inventory Output to

Plant Managers

Input fromSuppliers


Methods of Collecting Job Analysis Information - Qualitative

ObservationObservation

Interviews (individual, group, supervisory)

QuestionnairesQuestionnaires

Participant Diary/LogParticipant Diary/Log


Methods of Collecting Job Analysis Information – Quantitative

Position Analysis Questionnaire very structured job analysis questionnaire provides quantitative job score on six

dimensions of job requirements: Information input Mental processes Work output (physical activities and tools) Relationships with others Job context (physical and social environment) Other job characteristics (pace and structure)

Position Analysis Questionnaire very structured job analysis questionnaire provides quantitative job score on six

dimensions of job requirements: Information input Mental processes Work output (physical activities and tools) Relationships with others Job context (physical and social environment) Other job characteristics (pace and structure)



Functional Job Analysis responsibility for people, data, things identifies performance standards and

training requirements for a job

Functional Job Analysis responsibility for people, data, things identifies performance standards and

training requirements for a job



National Occupational Classification (NOC) reference tool for writing job

descriptions/specifications compiled by the federal government for 30,000 occupations, provides:

standardized job descriptions job requirements

Career Handbook counselling component

National Occupational Classification (NOC) reference tool for writing job

descriptions/specifications compiled by the federal government for 30,000 occupations, provides:

standardized job descriptions job requirements

Career Handbook counselling component


Writing Job Descriptions

Job Descriptions: what jobholder actually does how the job is performed under what conditions the job is performed

Job Descriptions: what jobholder actually does how the job is performed under what conditions the job is performed


Job Description Information

job identification job summary responsibilities, duties and relationships authority performance standards working conditions (physical environment)

job identification job summary responsibilities, duties and relationships authority performance standards working conditions (physical environment)


Writing Job Descriptions:Human Rights Issues

job descriptions not legally required (but advisable)

clearly identify essential job duties (must accommodate disabilities)

knowledge, skills and abilities should be sole criteria for decisions regarding: selection promotions and transfers training

job descriptions not legally required (but advisable)

clearly identify essential job duties (must accommodate disabilities)

knowledge, skills and abilities should be sole criteria for decisions regarding: selection promotions and transfers training


Writing Job Specifications

Job requirements regarding: human traits experience skill effort working conditions

Job requirements regarding: human traits experience skill effort working conditions


Writing Job Specifications:Human Rights Issues

qualifications must be justifiable (not necessarily those of incumbent)

unjustifiably high education/experience can create systemic discrimination

actual physical/mental demands critical for entry-level jobs

statistical analysis more defensible than judgmental approach

qualifications must be justifiable (not necessarily those of incumbent)

unjustifiably high education/experience can create systemic discrimination

actual physical/mental demands critical for entry-level jobs

statistical analysis more defensible than judgmental approach


Job Analysis in the 21st Century: Reasons for More Flexible Jobs

flatter organizations work teams boundaryless structures reengineering e-business

flatter organizations work teams boundaryless structures reengineering e-business


Job Analysis in the 21st Century:The Future of Job Descriptions

most firms continue to:use job descriptionsrely on traditionally defined jobsnew structures built around broadly defined

jobs

most firms continue to:use job descriptionsrely on traditionally defined jobsnew structures built around broadly defined

jobs

copyright © 2008 pearson education canada designing and analyzing jobs dessler & cole human...

Documents

job analysisstep

job characteristics

dimensions of job requirements

review analysis

flat structureorganizing

othersjob context physical

training requirements

social environment