1. 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.

2. 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.

3. Developing a Work Flow Analysis

4. 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

5. Job Analysis
The process of getting detailed information about jobs.

6. Parts of a Job Description
Job Information Section
Job Summary Section

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

11. Approaches to Job Design

12. Job Satisfaction is Slipping

13. Designing Jobs That Motivate
Job Enlargement
Job Enrichment

14. Characteristics of a Motivating Job

15. 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

16. 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.

17. 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.