Chapter 4 Learning Objectives Summarize the elements of work flow analysis. Describe how work flow is related to an organization’s structure. Define the elements of a job analysis, and discuss their significance in human resource management. Tell how to obtain information for a job analysis.

Chapter 4 Learning Objectives (continued) Summarize recent trends in job analysis. Describe methods for designing a job so that it can be done efficiently. Identify approaches to designing a job to make it motivating. Explain how organizations apply ergonomics to design safe jobs. Discuss how organizations can plan for the mental demands of a job.

Developing a Work Flow Analysis

Relationship of Job Requirements to Other HRM Functions Recruitment Determine recruitment qualifications Selection Provide job duties and job specifications for selection process Performance Appraisal Provide performance criteria for evaluating employees Training and Development Determine training needs and develop instructional programs Compensation Management Provide basis for determining employee’s rate of pay

Job Analysis The process of getting detailed information about jobs.

Parts of a Job Description Job Information Section Job Summary Section

Job Description (cont’d) Tasks, duties, responsibilities (TDRs) Knowledge, skills, abilities (KSAs)

Approaches to Job Design

Job Satisfaction is Slipping

Designing Jobs That Motivate Job Enlargement Job Enrichment

Characteristics of a Motivating Job

Job Characteristics Model Skill variety Task identity Task significance Autonomy Feedback Psychological States Meaningfulness of the work performed Responsibility for work outcomes Knowledge of the results of the work performed. Job Outcomes Improved work performance Increased Internal motivation Lower absenteeism and turnover

Designing Jobs That Motivate (continued): Telework Telework – the broad term for doing one’s work away from a centrally located office. Advantages to employers include: less need for office space greater flexibility to employees with special needs Easiest to implement for managerial, professional, or sales jobs. Difficult to set up for manufacturing workers.

Designing Jobs That Meet Mental Capabilities and Limitations Work is designed to reduce the information- processing requirements of the job. Workers may be less likely to make mistakes or have accidents. Simpler jobs may be less motivating. Technology tools may be distracting employees from their primary task resulting in increased mistakes and accidents.