Developing a Work-Unit Analysis Inputs - material - information OUTPUT Equipment ACTIVITY - product/service - how measured? - facilities - systems what tasks are required ? People - knowlwdge - skills - abilities IRWIN a Times Mirror Higher Education Group, Inc., company, 1997

The Importance of Job Analysis to HR Managers Career Planning Work Redesign Job Evaluation HR Planning Job Analysis Training and Development Recruitment Performance Appraisal Selection IRWIN a Times Mirror Higher Education Group, Inc., company, 1997

The Importance of Job Analysis to Line Managers Understand work-flow Job Analysis Information Make correct hiring decisions Evaluate performance IRWIN a Times Mirror Higher Education Group, Inc., company, 1997

Gathering Job Analysis Information Identify major job dimensions Identify tasks Identify KSAOs Identify potential job changes Predict the nature of the “changing” job IRWIN a Times Mirror Higher Education Group, Inc., company, 1997

Identifying Job Dimensions and Job Tasks for a University Professor Teaching (“Prepares and presents lecture material to class.”) Research (“Prepares research reports for publication in journals.”) Advising (“ Gives career counseling advice to students.”) Service (“Serves on departmental committees as needed.”) Consulting (“Performs work for external organizations.”) IRWIN a Times Mirror Higher Education Group, Inc., company, 1997

? EXHIBIT 4-4. Need for an Integrative ”Language” Among Key Human Resource Data Sources Performance Appraisal “develops people” “performance oriented” Core Competencies “creativity” “adaptability” Assessment of Potential “leadership” “tenacity” ? Knowledge-Skills-Abilities “interpersonal skills” “industry experience” Job Specifications “experience” “education” Job Design “self-direction” “autonomy” “achievement” Career Counseling “challenge” “self-directed”

MASLOW vs. HERZBERG Satisfaction Satisfaction SATISFIERS HYGIENE FULFILLMENT SATISFIERS ESTEEM HYGIENE FACTORS SOCIAL SAFETY PHYSICAL Dis- Satisfaction

Job Characteristics Model Core Job Dimensions Psychological States Skill Variety Task Identity Task Significance Autonomy Feedback Meaningful Work Responsibility for outcome Knowledge of results IRWIN a Times Mirror Higher Education Group, Inc., company, 1997

Job Characteristics Model Work Outcomes Psychological States High Motivation High Quality Work High Satisfaction Low Absenteeism and Turnover Meaningful Work Responsibility for outcome Knowledge of results IRWIN a Times Mirror Higher Education Group, Inc., company, 1997

BOSS job enrichment job enlargement JOB after before

BOSS JOB after before

Summary of Job Design Approaches Satisfaction Dimension Performance Dimension Motivational job performance absenteeism job satisfaction motivation job involvement training time chance of error chance of stress Mechansitic training time chance of error use levels chance of stress job satisfaction motivation absenteeism SOURCE: Reprinted by permission of publisher, from Organizational Dynamics, Winter/1987. American Management Association, N.Y. All rights reserved Legend: = positive = negative

Summary of Job Design Approaches (cont.) Satisfaction Dimension Performance Dimension Biological physical effort fatigue absenteeism medical incidents job satisfaction financial costs Perceptual / motor chance of stress training time chance of error use levels job satisfaction motivation SOURCE: Reprinted by permission of publisher, from Organizational Dynamics, Winter/1987. American Management Association, N.Y. All rights reserved Legend: = positive = negative