COMM 392 Chapter 3 Reading Notes

It aims to adapt the entire job system the work

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Unformatted text preview: ciplinary 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 - the work, environment, machines, equipment and processes - to match human characteristics • work-related musculoskeletal disorders decreased by 80 percent Flexible Work Arrangements • a work arrangement that gives employees autonomy over when to start and finish their work day • telecommuting - a work arrangement that gives employees autonomy to work from home or other off-site facilities • improved productivity, organizational loyalty and commitment • better work-life balance and lower levels of absenteeism • can this employee manage time well without supervision? • is the employee a self-starter who can meet deadlines without supervision? • is the employee able to work alone for long periods of time? The Nature of Job Analysis • job analysis - the procedure for determining the tasks, duties, and responsibilities of each job and the human attributes (KSAs) required to perform it • job descriptions - a list of the duties, responsibilities, reporting relationships, and working conditions of a job - one product of job analysis • job specifications - a list of the “human requirements”; that is the requisite knowledge, skills, and abilities needed to perform the job - another product of job analysis • competency analysis - reviewing an organization’s values, mission statement, and strategic direction to identify behaviors, skills, and knowledge that all employees in a company must demonstrate • managerial level • leading for results • building workforce effectiveness • leveraging technical and business systems • modeling, teaching, and coaching companies Uses of Job Analysis Information Human Resources Planning Recruitment and Selection Compensation Performance Appraisal Labor Relations Training, Development, and Career Management Designing Human Resources Information Systems Organizational Change Initiatives Steps in Job Analysis • Step 1- identify how the information will be used • data collection • Step 2 - review relevant background information such as organization charts, process charts, and job descriptions • process chart - a diagram showing the flow of inputs to and outputs from the job under study • Step 3 - select representative positions and jobs to be analyzed • Step 4 - analyze the jobs • Step 5 - review the information with job incumbe...
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This document was uploaded on 02/26/2014 for the course COMM 392 at University of British Columbia.

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