hrm notes 4 Flashcards
Work Flow Design
Process of analyzing tasks necessary for production of a product or service.
Position
Set of job duties performed by a particular person.
Job
Set of related duties
Developing a work flow analysis
Raw inputs, equipment, human resources, then activity, then output.
Centralized
one person responsible for all decisions for the company… typically used for small businesses
Decentralized
decision making is divided at most/all levels between several individuals… relies on team decision making environment
Functional
organization is structured based on what responsibilities individuals within the company have
Product or Customer
configuration of an organization, which breaks down the company into divisions that are self-contained
Job Analysis
: the process of getting detailed information about jobs.
: The output of a job analysis are job descriptions and job specifications
Job Description
A list of the tasks, duties, and responsibilities (TDRs) that a particular job entails.
- > Job title
- > brief description of TDRs
- > list of essential duties when detailed specs of the tasks involved in carrying out each duty
Job specification
list of knowledge, skills, abilities, and other characteristics (KSAO) needed to perform a particular job…
- > Knowledge: factual or procedural information necessary for successfully performing a task
- > Skill: an individual’s level of proficiency at performing a particular task
- > Ability: a general enduring capability that an individual possesses
- > Other Characteristics: job-related licensing, certifications, or personality traits
(Sources of Job information) Incumbents
people who currently hold the position in the organization
Dictionary of Occupational Titles (DOT)
published by Department of Labor
Occupational Information Network (O*NET)
an online job description database developed by the Labor Department
Position Analysis Questionnaire (PAQ)
standardized job analysis questionnaire containing 194 questions about work behaviors, work conditions, and job characteristics that apply to a wide variety of jobs… key sections:
- information input,
- mental processes,
- work output,
- relationships with others,
- job context,
- other characteristics
Fleishman Job Analysis System
Job analysis technique that asks subject-matter experts (typically job incumbents) to evaluate a job in terms of the abilities required to perform the job. 52 categories Categories of Abilities: 1. Written Comprehension 2. Deductive reasoning 3. Manual Dexterity 4. Stamina 5. Originality
Importance of Job Analysis
- is so important to HRM that it has been called building block of all HRM functions
- alsoimportant for a legal standpoint
- almost all HRM programs require some type of information determined by job analysis
- work redesign, HR planning, selection, training, performance appraisal, career planning, job evaluation
Job Design
the process of defining how work will be performed and what tasks will be required in a given job
Job Redesign
A similar process that involves changing an existing job design.
To effectively design a job, he must understand
- The job itself (through job analysis) and
- Its place in the unites work flow (work flow analysis)
Job Design Characteristic Model
A model that shows how to make jobs more motivating is the Job Characteristics Model, developed by Richard Hackman and Greg Oldham.
- Skill variety—The extent to which a job requires a variety of skills to carry out the tasks involved.
- Task identity—The degree to which a job requires completing a “whole” piece of work from beginning to end (for example, building an entire component or resolving a customer’s complaint).
- Task significance—The extent to which the job has an important impact on the lives of other people.
- Autonomy—The degree to which the job allows an individual to make decisions about the way the work will be carried out.
- Feedback—The extent to which a person receives clear information about performance effectiveness from the work itself.
(Designing Job Design) Job Enlargement
Broadening types of tasks performed in a job
Job Extension
Enlarging jobs by combining several relatively simple jobs to form a job with a wider range of tasks
Job Rotation
Enlarging jobs by moving employees among several different jobs
Job Enrichment
- Empowering workers by adding more decision-making authority to jobs.
- Based on Herzberg’s theory of motivation.
- Individuals motivated more by intrinsic aspects of work.
- giving an employee additional responsibilities previously reserved for his manager or other higher-ranking positions.
- gives employee greater satisfaction
