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Unformatted text preview: Job Analysis &
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 http://krypton.mnsu.edu/~schumann/www/teach/sample_job_descrip.pdf • Store Manager http://corporate.burlingtoncoatfactory.com/employment/job_storemgr.shtml 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
Training and development
Pay 8 Job Analysis Sources of information
• Job incumbents
Other sources 9 Job Analysis Methods • Position Analysis Questionnaire (PAQ)
• O*Net: http://www.onetonline.org/ • Others Do it yourself Other standardized questionnaires • Professional & Managerial Position Questionnaire (PMPQ)
10 Job Design & Job Redesign Mechanistic approach
• Task specialization
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
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
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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 .
- Spring '12