1. Job requirements in a changing workplace
CHAPTER 6
Job requirements in a changing workplace

2. Session objectives
Demonstrate the relationships between job requirements and effective SHRM
Examine typical methods of job analysis and competency profiling and their benefits
Explain the links between job analysis, competencies, job descriptions and corresponding person specifications

3. Session objectives (cont.)
Analyse the process of job design and its relationships to workplace IR issues
Review the contributions of quality of work life and work environment programs to job design and effective employee performance
Appreciate the rapid ‘people’ changes occurring in the modern workplace

4. The process of determining the requirements of the job
Job analysis
The process of determining the requirements of the job

6. Job analysis and HR functions
Job analysis relates to:
Recruitment
Selection
Training and development
Performance management
Compensation management
Workplace relations

8. Performing job analysis
Select jobs
Determine information to collect
Identify sources of data
Methods of data collection
Evaluate and verify data
Write report

9. Job specification Position Job requirements Job Job description
Key terms
Job specification
Position
Job requirements
Job
Job description

10. Methods of job analysis
Narrative
Functional job analysis (FJA)
Position analysis questionnaire (PAQ)
Threshold traits analysis
Other

11. Data collection methods
Interviews
Questionnaires
Job performance
Observation
Diaries
Critical incidents
Focus groups
HR records
ASCO data

12. Competency A characteristic or trait that
results in effective performance
on the job

13. Competency profiling
Seeks to identify the specific set of competencies that are related to superior job performance
A competency is a skill, knowledge or any characteristic that results in effective job performance

14. Job descriptions and person specifications
A written description of a job, the types of duties performed and the conditions under which these duties are performed
Person specification:
Details the qualifications, experience and personal qualities required of suitable job-holders

15. Job title Job identification Job specifications Essential functions
Job descriptions
Job title
Job identification
Job specifications
Essential functions
1. Title.
2. Statement.
3. Essential Functions.
4. Specifications.
Job Description
1. XXX
2. XXX
3. XXX
4. XXX

16. Job description problems
Often poorly written
Static rather than dynamic – not updated as job duties change
Sexist or discriminatory
Tasks not directly work-related
Vague rather than specific

17. Concerns the satisfaction
Job design
Concerns the satisfaction
of the job holder’s
needs

18. Organisational objectives
Job design
Organisational objectives
Industrial engineering
Employee contributions
THE JOB
Ergonomic
concerns

19. Industrial engineering
Analysing work methods and establishing time standards for job completion
Benefits:
Disciplined and objective
Focus on improving efficiency and simplifying work methods
Increased production
Clear relationship between outcomes and rewards

20. Industrial engineering (cont.)
Limitations:
Only measures standardised processes and outcomes
Bonus systems may act against new employee training
May lead to job dissatisfaction
Can aggravate physical or mental ailments

21. Human engineering
Aims to identify and respond to worker needs in the performance of their jobs
Adapts work environment and equipment to the person
Can improve efficiency and create a more harmonious work environment

22. Job design strategies Job enlargement Job rotation Job enrichment
Self-managing work teams
Adjustments in work schedules

24. Work in the 21st century Hours of work – longer and harder
Wage structures and reward programs
Job insecurity
Self-management
Workplace stress