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Canada (158,358)
Commerce (1,634)
Chapter 4


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McMaster University

Commerce 2BC3 Chapter 4 Redefining Jobs and Job AnalysisWork Effort directed toward accomplishing resultsJob Grouping of tasks duties and responsibilities that constitute the total work assignment for employees Position The group of tasks duties and responsibilities performed by an individual employeeTasks duties and responsibilities may change over time therefore the job may change When all the jobs in an organization are added together they should equal the amount of work that the organization needs to have doneChanging Nature of Work and HR ManagementDomestic increases in organizational productivity in many industries have resulted in significant changes in work and jobs A focus on productivity has led to replacing employees with technology international outsourcing of work to lowerwage countries and more flexibility in how and when work is done Jobs that are routinized are being affectedJobs and work that cannot be routinized and that require significant communication or managerial capability are less likely to be affected by job losses The nature of jobs and work will continue to be affected as the drive for productivity and global competitivenessOrganizational values and strategies linked to customer needs affect the nature of work which in turn influences the relationship of jobs people and HR management activitiesIn HR management the most important activities associated with jobs are the followingWorkflow analysis Examining how work flows through an organization in order to improve operating efficiency Reengineering Improving productivity by changing the jobs themselves Job design Dividing up organizational work into jobs in order to utilize employee capabilities effectivelyJob analysis Analyzing what people do in jobs currently Job descriptions and job specifications Identifying the tasks duties and responsibilities in jobs capabilities needed for people to perform jobs well Workflow analysis Study of the way work inputs activities and outputs moves through an organizationBegins with an examination of the quantity and quality of the desired actual outputs The activities that lead to the outputs are evaluated to see if they are achieving the desired outputs The inputs must be assessed to determine if they make the outputs and activities more efficient and betterTechnology and WorkflowTechnology must be viewed as a part of workflow analysis Business Process ReEngineeringMeasures for improving such activities as product development customer service and service delivery Consists of 3 phases1 RethinkExamine how the current organization of work and jobs affects customer satisfaction and service 2 RedesignAnalyze how jobs are put together the workflow and how results are achieved then redesign the process as necessary3 RetoolLook at new technologies as opportunities to improve productivity service quality and customer satisfactionKey is to providing effective and continuous communication doing detailed planning and training managers on the BPR processJob DesignOrganizing tasks duties and responsibilities into a productive unit of workAddresses the content of jobs and the effect of jobs on employeesIdentifying the components of a given job is an integral part of job design Is receiving greater attention for 3 major reasons1 Can influence performance in certain jobs especially those where employee motivation can make a substantial difference Lower costs resulting from reduced turnover and absenteeism also are related to the effective design of jobs2 Can affect job satisfaction Because people are more satisfied with certain job configurations than with others identifying what makes a good job critical3 Job design can affect both physical and mental health Problems such as hearing loss backache and leg pain sometimes can be traced directly to job design as can stress high blood pressure and heart diseasePersonjob fit Matching characteristics of people with characteristics of jobs
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