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University of Toronto Scarborough
Management (MGH)
Sujay Vardhmane

Chapter 4 Job Analysis, Employee Involvement, and Flexible Work Schedules Relationship of Job Requirements and HRM Functions Recruitment Selection Training and Development Performance Appraisal Compensation Management Employment Law Gathering Job Information Controlling the Accuracy of Job Information The NOC and Job Analysis Approaches to Job Analysis Functional Job Analysis The Position Analysis Questionnaire System The Critical Incident Method Task Inventor Analysis HRIS and Job Analysis Job Analysis in a Changing Environment Job Descriptions Job Title Job Identification Section Job Duties, or Essential Functions, Section Job Specification Section Problems with Job Descriptions Writing Clear and Specific Job Descriptions Chapter 4 Job Analysis, Employee Involvement, and Flexible Work Schedules Job Design Job Design an outgrowth of job analysis that improves jobs through technological and human considerations in order to enhance organization efficiency and employee job satisfaction Concerned with changing, modifying, and enriching jobs in order to capture the talents of employees while improving organization performance Job design is a combination of 4 basic considerations: o The organizational objectives the job was created to fulfil; o Behavioural concerns that influence an employees job satisfaction; o Industrial engineering considerations,, including ways to make the job technologically efficient; o Ergonomic concerns, including workers physical and mental capabilities Behavioural Concerns Job Enrichment enhancing a job by adding more meaningful tasks and duties to make the work more rewarding or satisfying o Fulfilling the high motivational needs of employees, such as self-fulfillment and self-esteem, while achieving long-term job satisfaction and performance goals o Can be accomplished by increasing autonomy and responsibility o Five factors for enriching jobs: achievement, recognition, growth, responsibility, and performance o Can use these five factors by: Increasing the level of difficulty and responsibility of the job Allowing employees to retain more authority and control over work outcomes Providing unit or individual job performance reports directly to employees Adding new tasks to the job that require training and growth
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