HR Management

1. HR Management Designing and Analyzing Jobs Chapter 3

2. Organizational Structure Sample of a traditional Org Chart Bureaucratic Organization Flat Organization Matrix

3. Job Design Job Design The process of systematically organizing work into tasks that are required to perform a specific job. Job • group of related activities/duties • one or more employees Position • collection of tasks/responsibilities • performed by one person

4. Job Design Contradictory trends • Industrial engineering • job simplification • Behavioural considerations • Job enlargement • Job rotation • Job enrichment

5. Team-Based job designs Job designs that focus on giving a team, rather than an individual a whole and meaningful piece of work to do and empowering team members to decide among themselves how to accomplish the work.

6. Ergonomic Aspects of Job Design An interdisciplinary approach that seeks to integrate and accommodate the physical needs of workers into the design of jobs. It aims to adapt the entire job system-work environment, machines, equipment and process to match human characteristic. Fits the job to the worker not the worker to the job

7. “job” design position names recruitment selection training Performance Appraisal Compensation career paths Building a Job, The Nature of Job Analysis job description job analysis job specification

8. Job Analysis text lays out a proposed process • we’ll: • review it • figure out what’s crucial • figure out how to apply it to a small firm

9. Job Analysis • KEY POINT 1: • don’t start with the job description steps • identify • what the info will be used for • review • relevant background info • select • representative position to be analyzed • analyze the job • review • analysis with incumbent & superintendent • only then develop job description

10. Job Analysis • KEY POINT 2: • look at connections Process Chart • for analyzing job work flow Input from Plant Managers Input from Suppliers Inventory Control Clerk Information Output to Plant Managers Inventory Output to Plant Managers

11. Qualitative Job Analysis collection methods • interviews • individual • group • supervisory • questionnaires • observation • participant • diary • log • KEY POINT 3: • collect info more than 1 way

12. Job Analysis • KEY POINT 4: • all of this matters—not just the tasks determine • Purpose of Job • Major responsibilities • Knowledge • Problem Solving • Resource Responsibility • Skills • Working Conditions / Environment • Knowledge, Skills & Abilities needed to do the job

13. Job Analysis • KEY POINT 5: • this is a great resource NOC • National Occupational Classification • www.statcan.ca/english/Subjects/ Standard/soc/2001/nocs01-menu.htm • go here after you’ve collected all the info

14. Job Analysis Key point summary • don’t start with job description • collect info more than 1 way

15. Advantages/Disadvantages of Qualitative Job Analysis Review Table 4.1 page 97 Page 77 in the old text

16. “job” design position names recruitment selection training Performance Appraisal Compensation career paths Building a Job, The Nature of Job Analysis job description job analysis job specification

17. Quantitative Job Analysis Technique Functional Job Analysis (FJA) - A quantitative method for classifying jobs based on types and amounts of responsibility for data, people, and things. Performance standards and training requirements are also identified.

18. Position Analysis Questionnaire A questionnaire used to collect quantifiable data concerning the duties and responsibilities of various jobs.

19. “job” posting position names recruitment selection training evaluation pay career paths Building a Job job description job analysis job specification

20. Job Description specifies • what the job-holder actually does • how the job is performed • under what conditions easy to do once you’ve done the job analysis

21. Job Description A list of the duties, responsibilities, reporting relationships., and working conditions of a job- one product of a job analysis

22. Job Description contains • Title of job • Summary of job • List of responsibilities & duties • Duties & Primary Responsibilities • Authority & Relationships • who they report to • who reports to them • Performance standards/ Accountability • how will they know they’ve done a good job? • Working conditions? Special Circumstances • physical environment

23. “job” posting position names recruitment selection training evaluation pay career paths Building a Job job description job analysis job specification

24. Job Specification what are the required • human traits • experience • skill • Effort A list of the “Human Requirements” that is, the requisite knowledge, skills, and abilities, needed to perform the job- another product of the Job Analysis.

25. Competency- Based Job Analysis Competencies- Demonstrable characteristics of a person that enable performance of the job. Competency-based job analysis- Describing a job in terms of the measurable, observable behavioural competencies an employee must exhibit to do a job well.

26. Job Specification Human Rights & Other Legal Issues • job descriptions not legally required • (but advisable) • must clearly identify essential job duties • KSAs should be sole criteria for decisions regarding: • hiring • training • transfers • promotions

27. Job Specification Human Rights & other legal issues • remember • qualifications must be justifiable • not necessarily those of incumbent • systemic discrimination created by unjustifiably high education & experience requirements • actual physical/mental demands • critical for entry-level jobs • statistical analysis • more defensible than judgmental approach

28. Building a Job the future of job descriptions • most firms continue to • use job descriptions • rely on traditionally-defined jobs • Important Changes • focus on competency & skill more than task A comprehensive Job Analysis and subsequent Job Description and Job Specification provides the framework for Recruitment, Selection and Compensation

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