人力资源管理版英文版教学课件第4章.ppt

Chapter 4The Analysis and Designof Work,人力资源管理最新版英文版教学课件第4章,Learning Objectives,Analyze an organizations structure and work flow process, identifying output, activities and inputs in production of a product or service.Understand importance of job analysis in strategic HRM.Choose the right job analysis technique for a variety of HR activities.Identify tasks performed and skills required in a given job.Understand different approaches to job design.Comprehend trade-offs among various approaches to designing jobs.,4-*,Learning ObjectivesAnalyze,Work-flow Design,Work-flow design - process of analyzing tasks necessary for production of a product or service, prior to assigning tasks to a particular job category or person.Organization structure - relatively stable and formal network of vertical and horizontal interconnections among jobs that constitute the organization.,4-*,Work-flow DesignWork-flow de,Work-flow Analysis,Work-flow analysis is useful in providing a means for managers to understand all tasks required to produce a high-quality product and the skills necessary to perform those tasks.Work-flow analysis includes analyzing:work outputswork processeswork inputs,4-*,Work-flow AnalysisWork-flow an,Developing a Work-Unit Activity Analysis,4-*,Developing a Work-Un,Lean Production VS Batch Work Methods,Lean Production is processes that emphasize manufacturing goods with minimum amount of time, materials, money and people to leverage technology and flexible, well-trained and skilled personnel to produce more custom products for less.Batch Work Methods use large groups of low skilled employees to churn out long runs of identical mass products stored in inventories for later sale.,Lean Production VS Batch Work,Organization Structure,Organization structure provides a cross- sectional overview of the static relationship between individuals and units that create outputs.Two dimensions of structure are: 1. Centralization 2. Departmentalization,4-*,Organization Structure Orga,Structural Configuration,Divisionalworkflow departmentalizationlow level of centralizationsemi-autonomousflexible and innovativesensitive to subtle differences across products, regions and clients,Functionalfunctional departmentalizationhigh level of centralizationhigh efficiencyinflexibleinsensitive to subtle differences across products, regions and clients,4-*,Structural ConfigurationFun,Importance of Job Analysis to HR Managers,Work Redesign,HR Planning,Job Analysis,Performance Appraisal,Career Planning,Selection,Training & Development,Job Evaluation,Job Analysis,Importance of Job Analysis to,Job Analysis Information,Job Specification - list of skills, knowledge, abilities, and other characteristics (KSAOs) knowledge, skills, abilities and other characteristics,Job Description - list of tasks, duties, and responsibilities (TDRs) tasks, duties and responsibilities,4-*,Job Analysis InformationJob,Sample Job Description,Job Title: Maintenance MechanicGeneral Job Description: General maintenance and repair of all equipment used in operations of a particular district. Includes servicing company used vehicles, shop equipment and machinery used on job sites.1. Essential duty (40%) Maintenance of Equipment2. Essential duty (40%) Repair of Equipment3. Essential duty (10%) Testing and Approval4. Essential duty (10%) Maintain StockNonessential functions: Other duties assigned,4-*,Sample Job DescriptionJob,Job Analysis Methods,Job Analysis - process of getting detailed information about jobs.,4-*,Job Analysis Methods(PAQ),PAQs 6 Sections,PAQs 6 SectionsInformation In,Position Analysis Questionnaire Dimensions,Decision/communication/general responsibilitiesClerical/related activitiesTechnical/related activitiesService/related activitiesRegular day schedule versus other work schedulesRoutine/repetitive work activitiesEnvironmental awarenessGeneral physical activitiesSupervising/coordinating other personnelPublic/customer/related contact activitiesUnpleasant/hazardous/demanding environmentNon-typical work schedules,4-*,Position Analysis Question,Job Design and Job Redesign,Job redesign refers to changing the tasks or the way work is performed in an existing job.,Job design is the process of defining how work will be performed and the tasks thatwill be required in a given job.,4-*,Job Design and Job R,Four Approaches Used in Job Design,Mechanistic,Motivational,Biological,Perceptual-motor,4-*,Four Approaches Used in Job D,Mechanistic Approach,Mechanistic ApproachSpecializa,Motivational Approach,Motivational ApproachDecision,Job Characteristics ModelA model of how job design affects employee reaction,Job CharacteristicsSkill VarietyTask IdentityTask SignificanceAutonomyFeedback,Work OutcomesHigh Quality of WorkHigh SatisfactionLow Turnover and Absenteeism,Psychological StatesExperienced MeaningfulnessResponsibility for OutcomeKnowledge of Results,4-*,Job Characteristics ModelA mo,Biological Approach,Physical demandErgonomicsWork,Perceptual-Motor Approach,Perceptual-Motor ApproachJob,Importance of Job Analysis to Line Managers,Managers must have detailed information about all the jobs in their work group to understand work-flow process.Managers need to understand job requirements to make intelligent hiring decisions. Managers must clearly understand tasks required in every job.,4-*,Importance of Job Analysis t,Trade-Offs Among Job Design Approaches,Positive OutcomesHigher job satisfaction Higher motivationGreater job involvementLower absenteeismDecreased training timeHigher utilization levelsLower likelihood of errorLess chance of mental overload and stressLess physical effortLess physical fatigueFewer health complaintsFewer medical incidencesLower absenteeismHigher job satisfactionLower likelihood of errorLower likelihood of accidentsLess chance of mental overload and stressLower training timeHigher utilization levels,ApproachMotivationalMechanisticBiologicalPerceptual-Motor,Negative OutcomesIncreased training timeLower utilization levelsGreater likelihood of errorGreater chance of mental overload and stressLower job satisfactionLower motivationHigher absenteeismHigher financial costs because of changes in equipment or job environmentLower job satisfactionLower motivation,4-*,Trade-Offs Among Job Design Ap,Summary,Job analysis and design is a key component for a competitive advantage and strategy.Managers need to understand the entire work-flow process to ensure efficiency and effectiveness and have clear, detailed job information. Managers can redesign jobs so the work unit is able to achieve its goals while individuals benefit from motivation, satisfaction, safety, health and achievement.,4-*,SummaryJob analysis and design,