1 / 16

Job characteristics Building Jobs People Want

Job characteristics Building Jobs People Want. Module 2. HR Management and Jobs. Dividing Work into Jobs Work Effort directed toward producing or accomplishing results. Job A grouping of tasks, duties, and responsibilities that constitutes the total work assignment for an employee.

eshe
Download Presentation

Job characteristics Building Jobs People Want

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Job characteristicsBuilding Jobs People Want Module 2

  2. HR Management and Jobs • Dividing Work into Jobs • Work • Effort directed toward producing or accomplishing results. • Job • A grouping of tasks, duties, and responsibilities that constitutes the total work assignment for an employee.

  3. Evaluation Workflow Analysis • Workflow Analysis • A study of the way work (inputs, activities, and outputs) moves through an organization. • This is the core component of “leaning out” a work/business process Inputs People Materials Equipment Activities Tasks and Jobs OutputsGoods and Services

  4. Business Process Re-engineering • Business Process Re-engineering (BPR) • Measures for improving such activities as product development, customer service, and service delivery. • Phases of Reengineering • Rethink the organization of work and jobs in terms of effects on customers and productivity • Redesign the process by which jobs go together • Retool the jobs in this redesigned process with the technology and tools needed. View technology here as an enabler of redesign.

  5. Job Design Job Performance Job Satisfaction Physical andMental Health Importance Of Job Design • Job Design • Organizing tasks, duties, and responsibilities into a productive unit of work. • Influence on performance (where motivation matters most), satisfaction and general health/well-being • Person/job Fit • Matching characteristics of people with characteristics of jobs.

  6. Empowerment • Peter Drucker • The Practice of Management (1954) • “It does not matter whether the workers wants responsibility or not…The enterprise must demand it of him.”

  7. Job Characteristics Model

  8. Nature of Job Design • Job Enlargement • Broadening the scope of a job by expanding the number of different tasks to be performed. • Job Enrichment • Increasing the depth of a job by adding the responsibility for planning, organizing , controlling, and evaluating the job. • Job Rotation • The process of shifting a person from job to job.

  9. Characteristics of Jobs • Skill Variety • The extent to which the work requires several different activities for successful completion. • Task Identity • The extent to which the job includes a “whole” identifiable unit of work that is carried out from start to finish and that results in a visible outcome. • Task Significance • The impact the job has on other people.

  10. Characteristics of Jobs • Autonomy • The extent of individual freedom and discretion in the work and its scheduling. • Feedback • Amount of information employees receive about how well or how poorly they have performed.

  11. Job Characteristics Model

  12. Aspects of Jobs: Using Teams in Jobs • Types of Teams • Special-Purpose Team • Organizational team formed to address specific problems, improve work processes, and enhance product and service quality. • Self-directed Work Team • A team composed of individuals assigned a cluster of tasks, duties, and responsibilities to be accomplished. • Virtual Team • Organizational team composed of individuals who are geographically separated but linked by communications technology. • *Don’t confuse working with people and working on a “team” • Interdependence for processes • Interdependence for outcomes

  13. Factors Affecting Virtual Team Success - Must consider the “virtuality” of any job. - Must also consider the corresponding “media richness” the virtual aspect of jobs possess

  14. Aspects of Jobs: Team Jobs • Advantages • Improved productivity • Increased employee involvement • More widespread employee learning • Greater employee ownership of problems • Disadvantages • Requires employees to be “group oriented” • Not appropriate for most work in organizations • Can be overused • Difficult to measure team performance • Individual compensation interferes with team concept • Social loafing

  15. Aspects of Jobs: Work Schedules • Flextime • A work scheduling arrangement in which employees work a set number of hours per day but vary their starting and ending times. • Job Sharing • A scheduling arrangement in which two employees perform the work of one full-time job. • Telecommuting • The process of going to work via electronic computing and telecommunications equipment. • Current Research- the anticipated effects of alternative work schedules in terms of: • Relationships • Performance Evaluations • Promotions • Desirable opportunities • GET FACE TIME

  16. Telework Concerns of Management and Employees Performance Management? Source: “Telework Concerns of Management and Employees,” HR Executive Series: Focus on Telecommunicating Executive Summary, Bureau of National Affairs, Winter 2002, 2. For more information about this publication and other HR solutions visit http://hrcenter.bna.com or call 800-372–1033. Used with permission.

More Related