From Jobs to Roles Entrepreneur Role Student Role Team Member Role Organizational Role Job Role

What are Jobs? Created by prime beneficiaries (principals) or their agents Objective; social consensus about tasks is what defines them Bureaucratic; exist independently of the person occupying the position Quasi-static; do not change rapidly or frequently Consist of established task elements

The Job Context Subjective, personal, and dynamic job environment with multiple interests Complexity/changes in work demands Remoteness of prime beneficiaries Supervisor expectations Coworker expectations Subordinate expectations Self-originated expectations & changes All contribute to Emergent Task Elements

What are Roles? Formed by constituencies other than the prime beneficiaries Subjective; less common perceptions of what set of tasks constitute the role Personal; role is not independent of person Dynamic; changes and the rate of change varies by role occupant Established + Emergent Tasks = Role

Elasticity of Jobs Delegation Expectations of role-senders - Self - Supervisors - Co-workers - Customers Complexity & Changes Delegation

Job-Role Prototypes Bureaucratic Prototype Loose Cannon Prototype Established Task Elements Established Task Elements Emergent Task Elements Emergent Task Elements

HR Features & Roles Entrepreneur Student Team Member Organizational Individual incentive systems Risk and employee initiative High levels of autonomy Accomplishment criteria Student Skill-based pay programs Career silos Mentoring programs Certification criteria Team Member Team-based pay programs Cross-training Team-based criteria Cooperative Decision Making Organizational Employee stock options Career lattices Internal customer criteria Role assimilation

Implications for HRM Practices Job Analysis Multiple sources of information Time-sensitive nature of dynamic jobs Capacity for compliance versus adaptability Fluid competencies versus static skills Reggie as example Can we hire another Reggie?

Implications for HRM Practices Recruitment & Selection Broadcasting culture to applicants Beyond qualifications testing Person-job fit Person-organization fit Role congruence Value congruence

Implications for HRM Practices Performance Management & Compensation Use of criteria that signal role behavior Individual versus team objectives Accomplishment versus skill criteria Behavior versus results criteria

Implications for HRM Practices Training & Development Development specific to role criteria Technical skills (students) Team skills (teams) Project management & entrepreneurial skills (entrepreneur) All of these as they support mission (organizational)