MGHB12H3 Chapter Notes - Chapter 4: Job Design, Job Analysis, Job Enrichment

118 views8 pages
30 Jun 2017
School
Department
Course
Chapter 4: Job Analysis and Work Design
Job: a group of related activities and duties
Position: different duties and responsibilities performed by only one
employee
Job family: a group of individual jobs with similar characteristics
Recruitment
o Need to know job specifications for position that needs to be filled
o Job specification: a statement of the needed knowledge, skills, and
abilities of the person who is to perform the job
o Qualifications contained in notice of job opening
Selection
o Job description: a statement of the tasks, duties, and responsibilities
of a job to be performed
o Past: descriptions used as basis for selection had little relation to
duties performed under job description
Training and development
o Discrepancies between knowledge, skills, and abilities (KSA) provide
clue to training needs
o Training concerned with preparing employees for job
advancements where capacities can be fully utilized
Performance appraisal
o Requirements in job descriptions provide criteria for evaluation of
performance
o Criteria has to be specific and job related
Compensation management
o Worth: based on what the job demands of an employee in skill,
effort, and responsibility, and conditions under which work is
performed
Legal compliance
o Don’t discriminate
Job Analysis: the process of obtaining information about jobs by
determining the duties, tasks or activities of jobs
find more resources at oneclass.com
find more resources at oneclass.com
Unlock document

This preview shows pages 1-3 of the document.
Unlock all 8 pages and 3 million more documents.

Already have an account? Log in
Use data from job analysis to develop job descriptions and job
specifications
Job analysis there to improve organizational performance and
productivity
Gathering job information
o Interviews: question employees and managers about the job under
review
o Questionnaires: circulate questionnaires to be filled out by job
holders and managers
o Observations: observing and recording on a standardized form the
activities of job holders
o Diaries: keep diary of work activities during work cycle; filled out at
specific times of the work shift and maintained for two to four weeks
Approaching job analysis
o Positions analysis questionnaire: a questionnaire covering 194
different tasks that, by means of a five-point scale, seeks to
determine the degree to which different tasks are involved in
performing a particular job
o Critical incident method: a job analysis method by which important
job tasks are identified for job success
find more resources at oneclass.com
find more resources at oneclass.com
Unlock document

This preview shows pages 1-3 of the document.
Unlock all 8 pages and 3 million more documents.

Already have an account? Log in
Identify critical job tasks
Ask employee to describe job on basis of what is done, how
its performed, and the tools and equipment used
o Task inventory analysis: an organization-specific list of tasks and their
descriptions used as a basis to identify components of jobs
Can be tailored to specific organization
o Competency-based analysis:
Job descriptions
o Job title: has psychological importance
Should provide some indication of what the duties of the job
entail
Indicate relative level occupied by its holders in the hierarchy
o Job identification section: includes departmental location of job,
whom jobholder reports to, and date the job description was
revised
o Job duties or essential functions section
Statements covering job duties listed in order of importance
o Job specification section
Personal qualifications individuals must possess to perform
duties and responsibilities contained in job description
Problems with job descriptions
o Poorly written: using vague terms provide little guidance for job
holders
o Sometimes not updated as job duties or specifications change
o May violate law by containing specification not related to job
success
o Can limit scope of activities of jobholder, reducing organizational
flexibility
Job design: an outgrowth of job analysis that improves job through
technological and human considerations to enhance organization
efficiency and employee job satisfaction
o Concerned with changing, modifying and enriching jobs to capture
employee talents
o Four considerations
The objective the job was created to fulfill
Behavioural concerns that influence an employee’s job
satisfaction
Industrial engineering considerations; the way technology
makes the job efficient
Ergonomic concerns; workers physical and mental abilities
find more resources at oneclass.com
find more resources at oneclass.com
Unlock document

This preview shows pages 1-3 of the document.
Unlock all 8 pages and 3 million more documents.

Already have an account? Log in

Get access

Grade+
$10 USD/m
Billed $120 USD annually
Homework Help
Class Notes
Textbook Notes
40 Verified Answers
Study Guides
Booster Classes
Class+
$8 USD/m
Billed $96 USD annually
Homework Help
Class Notes
Textbook Notes
30 Verified Answers
Study Guides
Booster Classes