© 2001 by Prentice Hall and Prof Anne Tsui 2-1 Sept 10, 2002 Determining HR needs and Designing Jobs

© 2001 by Prentice Hall 2-2 © 2001 by Prentice Hall and Prof Anne Tsui Determining HR needs Strategy and structure Organizational Culture Tasks, duties responsibilities Values and attitudes KSAV Business Plan and Turnover Analysis Number and type of employees needed

© 2001 by Prentice Hall 2-3 © 2001 by Prentice Hall and Prof Anne Tsui Job Requirements - KSAV  Knowledge – what a person already knows  Skills – what a person can do now  Abilities – what a person may be able to know or do (e.g., learning ability, creativity)  Values (including personality and interests)–A person’s behavioral tendencies and internal values that drive these tendencies

© 2001 by Prentice Hall 2-4 © 2001 by Prentice Hall and Prof Anne Tsui Teams – a group responsible for a job  Traditional versus self-management teams  Permanent versus temporary teams  Co-located versus virtual teams  Team skills (or job requirements for teams) u Team process u Task strategies u Interpersonal – conflict management, negotiation

© 2001 by Prentice Hall 2-5 © 2001 by Prentice Hall and Prof Anne Tsui The Job Characteristics Theory of Work Motivation – applies to both team and individual jobs Core Job Characteristics Critical Psychological States Personal and Work Outcomes Skill Varieties Task Identity Task Significance Autonomy Feedback Experienced Meaning- fullness of the Work Experienced Respon- sibility for Work Outcomes Knowledge of Results from Work Activities High Internal Work Motivation High-Quality Work Performance High Satisfaction With the Work Low Turnover and Absenteeism Strength of Relationships is Determined by Intensity of Employee Growth Need

© 2001 by Prentice Hall 2-6 © 2001 by Prentice Hall and Prof Anne Tsui Redesign a Janitor’s Job  Enrich it by changing the content of the individual’s job.  Enrich it by changing it to a team design.  Implications for job requirements for employees in each design  Report to class  Write up your answers (in class assignment 1)

© 2001 by Prentice Hall 2-7 © 2001 by Prentice Hall and Prof Anne Tsui Business Process Reengineering – discussion questions  What is it?  Why is it so popular in businesses?  When is it necessary?  How does it change the content of jobs and relationship between jobs?

© 2001 by Prentice Hall 2-8 © 2001 by Prentice Hall and Prof Anne Tsui Job Analysis A systematic process of gathering information about the tasks, duties and responsibilities of a job, and the requirements to perform effectively in that job. A written document that describes and defines a job in terms of its duties, responsibilities, working conditions, and skill requirements. Job Description

© 2001 by Prentice Hall 2-9 © 2001 by Prentice Hall and Prof Anne Tsui Job Analysis Techniques  Critical Incidence Technique  Task Inventory Analysis  Questionnaires  Observations  Motion Study  Interviews  Diaries

© 2001 by Prentice Hall 2-10 © 2001 by Prentice Hall and Prof Anne Tsui Guidelines for Conducting a Job Analysis  Determine the desired applications of the job analysis.  Select the jobs to be analyzed.  Gather the job information.  Verify the accuracy of the job information.  Document the job analysis by writing a job description.

© 2001 by Prentice Hall 2-11 © 2001 by Prentice Hall and Prof Anne Tsui Uses of Job Analysis  Recruitment  Selection  Performance Appraisal  Compensation  Training and career development

© 2001 by Prentice Hall 2-12 © 2001 by Prentice Hall and Prof Anne Tsui Job Descriptions – discussion questions  Are job descriptions for employers or employees? What uses are there for each?  What are the alternative types of job descriptions and for what type of jobs or employees is each suitable?  How are job descriptions different from work plans for employees?

© 2001 by Prentice Hall 2-13 © 2001 by Prentice Hall and Prof Anne Tsui Analyze a Professor’s Job - homework 1.What are the tasks, duties and responsibilities of a professor’s job at HKIUST? 2.What are the KSAV for doing the job effectively at HKUST? 3.Bring your “data” to class on Thursday for discussion. 4.Select one group of professor, e.g., by rank, by school, or by appointment.