1. Instructor: Çağrı Topal
BA 2204 and BAS 324 Human Resource Management Work flows and job analysis
Instructor: Çağrı Topal

2. Work: organizational perspective Work-flow and structure
Work-flow: the way that work is organized within organizational structure
Organizational structure: formal and informal relationships among people and groups in an organization

3. Work: organizational perspective Strategy and organizational structure
Strategy shaping structure
Strategy and structure shaping HR strategies and work flows

4. Work: organizational perspective Designing (structuring) organization
Bureaucratic organization
Hierarchical, functional, specialized tasks, supervisor control, individual-based
Flat organization
Flat, output-oriented, generalized tasks, self- control, team-based
Boundaryless organization
Partnership, pooling capabilities and resources, mostly flat

5. Work: organizational perspective Work-flow analysis
Examining how work creates or adds value to business processes
Business process reengineering: identifying core business processes and redesigning work flows accordingly

6. Work: group perspective Self-managed teams
Responsible for producing an entire product, a component, or an ongoing service
Composed of cross-trained members
Including the following HRM practices
Peer evaluation
Pay for team performance
Hiring by team members
Natural and contextual team leaders

7. Work: group perspective Other types of teams
Problem-solving teams
Quality improvement or cost reduction, voluntary, intra-unit, tempoary
Special-purpose teams
Complex issues, professional, inter-unit, temporary
Virtual teams
Problem-solving team, interactive computer technology

8. Work: individual perspective Motivating employees
Two-factor theory
Hygiene and motivator factors
Work adjustment theory
Fit between ability/need and job
Goal-setting theory
Clear, challenging, and self-created goals
Job characteristics theory
Fit between the needs of meaningfulness, responsibility, and feedback, and job

9. Job design Work simplification
Breaking work into simple/repetitive tasks
Job enlargement
Expanding a job’s duties
Job rotation
Rotating workers among different tasks
Job enrichment
Putting all the tasks of a product/service back together
Team-based job designs

10. Job analysis
Systematic process of collecting information about jobs and identifying the tasks, duties, and responsibilities of a particular job
Setting standards for HRM
Including many techniques such as task inventory analysis and critical incident technique
Static view

11. Job descriptions Portrait of a job
Specific and detailed in bureaucratic organizations
General in flat or boundaryless organizations
Composed of identification information, job summary, job duties and responsibilities, and job specifications and minimum qualifications

12. Flexible workforce Contingent workers
Core vs. contingent workers
Temporary employees
Part-time employees
Employees through outsourcing or subcontracting
Contract workers
Interns

13. Flexible workforce Flexible work schedules
Altering the scheduling of work while leaving intact the job design and the employment relationship
Flexible work hours
Compressed workweeks
Telecommuting