Mba642_t02_job_desig - Job Analysis& Job Design Paul L Schumann Ph.D © 2011 by Paul L Schumann All rights reserved 1 Work-Flow Analysis Work

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Unformatted text preview: Job Analysis & Job Design Paul L. Schumann, Ph.D. © 2011 by Paul L. Schumann. All rights reserved. 1 Work-Flow Analysis Work Output • • What is the work output of a work unit? What are the work standards? Work Processes & Activities • What tasks are necessary? Work Inputs • What raw materials, equipment, and human KSAOs are needed? 2 Organization Structure Dimensions of Structure • Degree of Centralization Centralized Decentralized • Method of Departmentalization Departments based on functional similarity Departments based on work­flow similarity 3 Organization Structure Structural Configurations • Functional Structure High centralization Departments based on business functions • Divisional Structure Low centralization Departments based on work­flow 4 Job Analysis Job Descriptions • Tasks, duties, and responsibilities (TDRs) Job Specifications • Qualifications Knowledge, skills, abilities, and other characteristics (KSAOs) Might combine job description & job spec into one document for each job 5 Job Analysis Some examples of job descriptions • Restaurant Manager • Store Manager 6 Job Analysis Format of each task statement • First word or phrase: What action is being performed? Present­tense verb: “Supervise …” • Next word or phrase: To whom or what is the action performed? Object of verb: “… operation of bar …” • Last phrase: Additional information “… to maximize profitability, minimize legal liability, and conform to alcoholic beverage regulations 7 Job Analysis Uses of Job Analysis • • • • • Job redesign Selection Training and development Performance appraisal Pay 8 Job Analysis Sources of information • • • Job incumbents Supervisors Other sources 9 Job Analysis Methods • Position Analysis Questionnaire (PAQ) • O*Net: • Others Do it yourself Other standardized questionnaires • Professional & Managerial Position Questionnaire (PMPQ) • Others 10 10 Job Design & Job Redesign Mechanistic approach • • • Task specialization Skill simplification Repetition 11 11 Job Design & Job Redesign Motivational approach • Job Characteristics Model (Hackman & Oldham) Job characteristics: (1) Skill variety, (2) Task identity, (3) Task significance, (4) Autonomy, & (5) Feedback Implementation • • • Job enlargement Job enrichment Self­managing teams 12 12 Job Design & Job Redesign Biological approach • Ergonomics Redesign equipment to better fit the human body Redesign work and work processes Perceptual­motor approach • Redesign jobs to better fit human cognitive capabilities 13 13 ...
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This note was uploaded on 03/25/2012 for the course HR 612 taught by Professor P.h during the Spring '12 term at Minnesota State University Moorhead .

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