1. Designing and Analyzing Jobs
Dessler & Cole
Human Resources
Management in Canada
Canadian Tenth Edition 4
Designing and Analyzing Jobs
Copyright © 2008 Pearson Education Canada

2. Organizing Work: Organization Charts
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3. Organizing Work: Bureaucratic Structure
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4. Organizing Work: Flat Structure
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5. Organizing Work: Boundaryless Structure
Company A
Company B
Company C
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6. Job Design Job Design Job Position
process of organizing work into tasks required for a job
Job
group of related activities/duties for one or more employees
Position
collection of tasks/responsibilities performed by one person
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7. Job Design Considerations
Specialization
and Industrial
Engineering
Considerations
work simplification
industrial
engineering
Behavioural
Considerations
job enlargement
job rotation
job enrichment
team-based job
designs
Human
Engineering
Considerations
ergonomics
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8. Job Characteristics Model
Core Job Characteristics
Critical Psychological States
Personal and Work Outcomes
Skill Variety
Task Identity
Task Significance
Experienced
Meaningfulness
of the Work
Responsibility
for Work Outcomes
Knowledge of Results
from Work Activities
High Internal
Work Motivation
High-Quality
Work Performance
Low Turnover
and Absenteeism
Autonomy
Feedback
Strength of Relationships
is Determined by Intensity
of Employee Growth Need
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9. The Nature of Job Analysis
procedure for determining:
tasks, duties and responsibilities of a job
human attributes (knowledge, skills, abilities) required to perform a job
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10. Uses of Job Analysis Information
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11. Steps in Job Analysis
Step 6: Develop Job Description/Job Specification
Step 5: Review Analysis With Incumbent/Supervisor
Step 4: Analyze The Jobs
Step 3: Select Representative Positions/Jobs To Be Analyzed
Step 2: Review Relevant Background Information
Step 1: Identify What The Information Will Be Used For
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12. Process Chart for Analyzing Job Work Flow
Input from
Plant
Managers
Input from
Suppliers
Job Under
Study –
Inventory
Control Clerk
Information
Output to Plant
Managers
Inventory
Output to
Plant Managers
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13. Methods of Collecting Job Analysis Information - Qualitative
Interviews (individual, group, supervisory)
Questionnaires
Observation
Participant Diary/Log
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14. Methods of Collecting Job Analysis Information – Quantitative
Position Analysis Questionnaire
very structured job analysis questionnaire
provides quantitative job score on six dimensions of job requirements:
Information input
Mental processes
Work output (physical activities and tools)
Relationships with others
Job context (physical and social environment)
Other job characteristics (pace and structure)
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15. Methods of Collecting Job Analysis Information – Quantitative
Functional Job Analysis
responsibility for people, data, things
identifies performance standards and training requirements for a job
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16. Methods of Collecting Job Analysis Information – Quantitative
National Occupational Classification (NOC)
reference tool for writing job descriptions/specifications
compiled by the federal government
for 30,000 occupations, provides:
standardized job descriptions
job requirements
Career Handbook counselling component
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17. Writing Job Descriptions
what jobholder actually does
how the job is performed
under what conditions the job is performed
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18. Job Description Information
job identification
job summary
responsibilities, duties and relationships
authority
performance standards
working conditions (physical environment)
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19. Writing Job Descriptions: Human Rights Issues
job descriptions not legally required (but advisable)
clearly identify essential job duties (must accommodate disabilities)
knowledge, skills and abilities should be sole criteria for decisions regarding:
selection
promotions and transfers
training
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20. Writing Job Specifications
Job requirements regarding:
human traits
experience
skill
effort
working conditions
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21. Writing Job Specifications: Human Rights Issues
qualifications must be justifiable (not necessarily those of incumbent)
unjustifiably high education/experience can create systemic discrimination
actual physical/mental demands critical for entry-level jobs
statistical analysis more defensible than judgmental approach
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22. Job Analysis in the 21st Century: Reasons for More Flexible Jobs
flatter organizations
work teams
boundaryless structures
reengineering
e-business
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23. Job Analysis in the 21st Century: The Future of Job Descriptions
most firms continue to:
use job descriptions
rely on traditionally defined jobs
new structures built around broadly defined jobs
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