Chapter 4 Learning Objectives

1. Chapter 4Learning 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 4Learning 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 Requirementsto Other HRM Functions Job Requirements 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. The process of getting detailed information about jobs. Job Analysis

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. Job Enlargement Job Enrichment Designing Jobs That Motivate

14. Characteristics of a Motivating Job

15. Job Characteristics Model • Job Characteristics • 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. • JobOutcomes • 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.