1. Copyright ©2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.

2. Learning Outcomes Explain what a job analysis is, and how the information it generates is used in conjunction with a firm’s HRM functions Explain how the information for a job analysis typically is collected and incorporated into various sections of a job’s description Identify and explain the various sections of job descriptions 2

3. Copyright ©2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Learning Outcomes Provide examples illustrating the various factors that must be taken into account when designing a job, including what motivates employees Describe the different group techniques and types of work schedules used to broaden a firm’s job functions and maximize the contributions of employees 3

4. Copyright ©2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Job Analysis Process of obtaining information about jobs by determining their duties, tasks, or activities Parts Job description: Statement of the tasks, duties, and responsibilities of a job to be performed Job specification: Statement of the specific knowledge, skills, abilities, and other attributes (KSAO) of a person required to perform the job 1–4

5. Copyright ©2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Figure 4.1 - Job Analysis: The Cornerstone of HRM Functions 5

6. Copyright ©2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Sources of Job Analysis Information Interviews Job analyst interviews individual employees and their managers about the parameters of the job Questionnaires Job analyst circulates questionnaires to be filled out individually by employees without assistance 6

7. Copyright ©2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Sources of Job Analysis Information Observation Job analyst learns about the job by observing and recording the activities associated on a standardized form Dairies Employees are asked to keep diaries of their work activities for an entire work cycle Filled out at specific times of the work shift and maintained for a two- to four-week period 7

8. Copyright ©2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Figure 4.2 - The Job Analysis Process 8

9. Copyright ©2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Other Sources of Job Analysis Information Approach utilizing an inventory of the various types of work activities constituting in any job Functional job analysis Questionnaire identifying approximately 200 different worker tasks using a five-point scale Position analysis system Method by which important job tasks are identified for job success Critical incident method Organizing specific list of tasks and their descriptions used as a basis to identify components of jobs Task inventory analysis Looks into the competencies or capabilities and adaptability to new job challenges Competency-based approach 9

10. Copyright ©2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Parts of a Job Description Job title Provides status to the employee Indicates what the duties of the job entail Job identification Contains administration information Distinguishes the job from other jobs in the organization 10

11. Copyright ©2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Parts of a Job Description Job duties Arranged in order of importance in statements covering them Employers need to show that the job criteria relates to the duties of the job in selecting employees 11

12. Copyright ©2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Figure 4.4 - Top-Down versus Bottom- Down Job Design Approaches 12

13. Copyright ©2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Figure 4.5 - Job Characteristics Model 13

14. Copyright ©2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Empowerment Techniques Participation Innovation Access to information Accountability Job crafting: Employees mold their tasks to fit their individual strengths, passions, and motives better 14

15. Copyright ©2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Employee Teams Employee team: Group of individuals working together toward a common purpose where members: Have complementary skills Are mutually dependent Have discretion over tasks performed Share responsibility and accountability for performance 15

16. Copyright ©2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Employee Teams Forms of teams Cross-functional Project Self-directed Task-force Process-improvement Virtual 16

17. Copyright ©2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Characteristics of Successful Teams Commitment to shared goals and objectives Motivated and energetic team members Open and honest communication Shared leadership Clear role assignments Climate of cooperation, collaboration, trust, and accountability Recognition of conflict and its positive resolution 17

18. Copyright ©2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Flexible Work Schedules Flextime Gives the option of employees choosing daily start and quit times, provided they work a certain number of hours per day or week Compressed workweek Process of shortening days in the workweek by lengthening the hours of work per day 18

19. Copyright ©2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Flexible Work Schedules Job sharing Arrangement where two part-time employees perform a job which otherwise is held by one full-time employee Telecommuting Use of smart phones, tablets, personal computers, and other communications technology to do work traditionally done in the workplace 19