1. Job Design OS352 HRM Fisher Sept. 21, 2004

2. 2 Agenda A few final words on job analysis Principles of job design Exam review

3. 3 Methods used to collect data Common methods used for the assignment – Personal reflection – Interviewing another person – Internet What happens when you rely on a single person as your source for information?

4. 4 Job Analysis Trends Dejobbing – Using person descriptors rather than job descriptors – Allows for more flexibility than the traditional job description Organization-wide competencies Future-oriented (strategic) job modeling

5. 5 Discussion Question How can job analysis, job descriptions, and job specifications help an organization uphold it ’ s legal responsibilities?

6. 6 Job design overview Job analysis describes existing jobs Job design – creates new jobs – changes existing jobs Use data such as – Work flow – Critical tasks to be performed – Other info?

7. 7 Principles of Job Design Efficiency Motivation Mental capacity Ergonomics

8. 8 Motivational considerations Job characteristics model – Skill variety – Task identity – Task significance – Autonomy – Feedback But, people vary on their growth need strength Links back to work flow analysis – Making work meaningful

9. 9 Discussion question You are a manager at a local fast food restaurant. Your cashiers are becoming dissatisfied with their jobs. How could you: – Help them perform the job more efficiently? – Increase the motivating potential of the job? – Improve the ergonomics of the job?

10. 10 For September 30 Topic will be HR planning Read Chapter 5 Bring article on outsourcing from the scavenger hunt

11. 11 For next class First exam on Thursday! Worth 35 points Will cover all notes, class discussion, book material so far Format – 10 MC questions (10 points) – 5 of 6 short answer (10 points) – 3 of 5 essay (15 points) Will have choice on essays

12. 12 Critical concepts include (but are not limited to): HR and strategy – Strategic HRM – Common types of strategy, how does HR link with strategy? Legal issues – Very important!! – Types of fairness (procedural/distributive, equity/equality) – Key employment laws (CRA, ADA, FMLA, ADEA, etc.) Safety, including role of OSHA Job analysis – Types of data to collect, how to collect data, tasks and KSAOs/competencies, uses of job analysis data Job design – purpose, different approaches