1. 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

2. 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

3. 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

4. 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

5. 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

6. ? 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”

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

8. 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

9. 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

10. BOSS
job enrichment
job enlargement
JOB
after
before

11. BOSS
JOB
after
before

12. 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

13. 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