© 2008 Nature of Jobs and Work • Dividing Work into Jobs Work results.. Influences Affecting Jobs, People, and Related HR PoliciesHR Activities Focusing on Jobs • Job analysis • Recrui
Trang 1© 2008 Thomson/South-Western All rights reserved. PowerPoint Presentation by Charlie CookThe University of West Alabama
CHAPTER 6
Jobs and Job Analysis
Section 2 Staffing the Organization
Trang 2Chapter Objectives
Chapter Objectives
re-engineering as approaches to organizational work
characteristics for jobs
jobs and work
used in the process
After you have read this chapter, you should be able to:
Trang 3© 2008
Nature of Jobs and Work
• Dividing Work into Jobs
Work
results
Job
that constitutes the total work assignment for an employee
Trang 4Influences Affecting Jobs, People, and Related HR Policies
HR Activities Focusing on Jobs
• Job analysis • Recruiting
• Training and development
• Performance management
Jobs Needed Nature of Work
Organizational
People Needed for Jobs Organizational
Strategy
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Workflow Analysis
• Workflow Analysis
outputs) moves through an organization
Outputs
Goods and services
Trang 6FIGURE 6-1
Approaches to
Dealing with
Jobs
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Business Process Re-Engineering
• Business Process Re-engineering (BPR)
development, customer service, and service delivery
Trang 8Job Design/Re-Design
• Job Design
productive unit of work
• Person/job Fit
of jobs
Job Design Impacts
Trang 10Classic Approaches to Job Design
Job Enlargement
Job
Job Design
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FIGURE 6-3 Job Characteristics Model
Trang 12Using Teams in Jobs
Types of Teams
Purpose Team
Special-Self-Directed Team
Virtual Team
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FIGURE 6-4 Factors Affecting Virtual Team Success
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Work Schedules
Global Work Schedule Differences
Work Schedule Alternatives
Shift Work and Compressed Workweek
Job Sharing
Flexible Scheduling
Work Schedules
Trang 16• Telecommuting
and telecommunications equipment
• Effects of Alternative Work Arrangements
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FIGURE 6-5 Growth of Telecommuting
*Estimated.
Source: Gartner Dataquest.
Trang 18The Nature of Job Analysis
• Job Analysis
information about the content, context, and the human requirements of jobs
Trang 20Task-Based Job Analysis
Task
Responsibility
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Competency-Based Job Analysis
• Competencies
performance by individuals or teams
• Reasons for using a competency approach:
organization
organization
competitive advantage of the organization
Trang 22FIGURE 6-7 Typical Division of HR Responsibilities: Job Analysis
Trang 24Job Analysis Methods
Job Analysis Methods
Observation
Work Sampling Employee Diary/Log
Interviewing
Standardized Interviews Panel Interviews
Computerized Systems Questionnaires
PAQ, MPDQ
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FIGURE 6-9 Typical Areas Covered in a Job Analysis Questionnaire
Trang 26Job Analysis and the U.S Department of Labor
Organizational Goals
Work Required to Achieve Goals
Level and Orientation of Work
Training Content
Performance Standards
Functional Job Analysis
(People, Data, Things)
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Behavioral Aspects of Job Analysis
Behavioral Aspects of Job Analysis
Trang 28Legal Aspects of Job Analysis
• Job Analysis and the Americans with Disabilities
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FIGURE 6-10 Determining Essential and Marginal Job Functions
Trang 30Job Analysis and Wage/Hour Regulations
• Fair Labor Standards Act
provisions of the act:
their time on manual, routine, or clerical duties
their time performing their primary duties as executive, administrative, or professional employees
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Job Descriptions and Job Specifications
• Job Description
of a job
• Performance Standards
performance is measured in key areas of the job
description
• Job Specification
individual needs to perform a job satisfactorily
Trang 32FIGURE 6-11
Sample Job
Description
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Job Description Components