1. Human Resource Management: Gaining a Competitive Advantage
Chapter 04
The Analysis and Design of Work
McGraw-Hill/Irwin
Copyright © 2013 by The McGraw-Hill Companies, Inc. All rights reserved.

2. Work-flow Design
Work-flow design- process of analyzing tasks necessary for production of a product or service, prior to assigning tasks to a particular job category or person.
Organization structure - relatively stable and formal network of vertical and horizontal interconnections among jobs that constitute the organization.
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3. Work-flow Analysis
Work-flow analysis are useful in providing a means for managers to understand all tasks required to produce a high-quality product and skills necessary to perform those tasks.
Work flow analysis includes analyzing:
work outputs
work processes
work inputs
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4. Lean Production VS Batch Work Methods
Lean Production are processes that emphasize manufacturing goods with minimum amount of time, materials, money and people to leverage technology and flexible, well trained and skilled personnel to produce more custom products for less.
Batch Work Methods use large groups of low skilled employees to churn out long runs of identical mass products stored in inventories for later sale.
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5. Organizational Structure
Organization structure provides a cross sectional overview of the static relationship between individuals and units that create outputs.
Two dimensions of structure are:
1. Centralization
2. Departmentalization
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6. Structural Configuration
Functional
functional departmentalization
high level of centralization
high efficiency
inflexible
insensitive to subtle differences across products, regions and clients
Divisional
workflow departmentalization
low level of centralization
semi-autonomous
flexible and innovative
sensitive to subtle differences across products, regions and clients
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7. Importance of Job Analysis to HR Managers
Performance Appraisal
Importance of Job Analysis to HR Managers
Work Redesign
Training & Development
HR Planning
Career Planning
Job Analysis
Selection
Job Analysis
Job Evaluation
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8. Job Analysis Information
Job Description- list of tasks, duties, and responsibilities
(TDRs) tasks, duties and responsibilities.
Job Specification - list of skills, knowledge, abilities, and other characteristics
(KSAOs) knowledge, skills, abilities and other characteristics.
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9. Job Analysis Methods (FJAS) (ONET) (PAQ)
Position Analysis Questionnaire
(PAQ)
Fleishman Job Analysis System
(FJAS)
Occupational Information Network
(ONET)
Job Analysis- process of getting detailed information about jobs.
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10. PAQ’s 6 Sections Information Input Relationships Mental Processes
Job Context
Work Output
Other Characteristics
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11. Job Design and Job Redesign
Job design is the process of defining how work will be performed and the tasks that
will be required in a given job.
Job redesign refers to changing the tasks or the way work is performed in an existing job.
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12. Four Approaches Used in Job Design
Mechanistic
Motivational
Biological
Perceptual-motor
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13. Job Characteristics Model A model of how job design affects employee reaction
Skill Variety
Task Identity
Task Significance
Autonomy
Feedback
Work Outcomes
High Quality of Work
High Satisfaction
Low Turnover and Absenteeism
Psychological States
Experienced Meaningfulness
Responsibility for Outcome
Knowledge of Results
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14. Trade-Offs Among Job Design Approaches
Motivational
Mechanistic
Biological
Perceptual-
Motor
Positive Outcomes
Higher job satisfaction
Higher motivation
Greater job involvement
Lower absenteeism
Decreased training time
Higher utilization levels
Lower likelihood of error
Less chance of mental overload and stress
Less physical effort
Less physical fatigue
Fewer health complaints
Fewer medical incidences
Lower likelihood of accidents
Lower training time
Negative Outcomes
Increased training time
Lower utilization levels
Greater likelihood of error
Greater chance of mental overload and stress
Lower job satisfaction
Lower motivation
Higher absenteeism
Higher financial costs because of changes in equipment or job environment
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15. Summary
Job analysis and design is a key component for a competitive advantage and strategy.
Need to understand the entire work-flow process to ensure efficiency and effectiveness and have clear, detailed job information.
Managers can redesign jobs so the work unit is able to achieve its goals while individuals benefit from motivation, satisfaction, safety, health and achievement.
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