The job description part describes the job itself not

•
The job description part describes the job
itself, not the person who will do the job.
•
The job specification part identifies the
qualifications needed by the person who is to
fill a position.
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Lussier and Hendon, Fundamentals of Human Resource Management. © 2017, SAGE Publications.

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Lussier and Hendon, Fundamentals of Human Resource Management. © 2017, SAGE Publications.

18
Lussier and Hendon, Fundamentals of Human Resource Management. © 2017, SAGE Publications.

Exercise
•
Find a Partner
•
Using the Job Description Template,
ask your partner questions about their
job in order to complete the form
•
Ask open ended questions
•
Switch Roles and Repeat Process
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Lussier and Hendon, Fundamentals of Human Resource Management. © 2017, SAGE Publications.

Job Design Versus Job Redesign
•
Job Design
–
Identifies tasks that employees are
responsible for and how those tasks will be
accomplished
•
Job Redesign
–
Changes tasks or how they are performed
–
Job redesign is about working smarter, not
harder
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Lussier and Hendon, Fundamentals of Human Resource Management. © 2017, SAGE Publications.

Organizational Structure
and Job Design
•
Rigid bureaucratic structures with
strong centralized decision-making
need jobs that are controlled by an
authority.
•
Relaxed, flatter structures with
autonomy need jobs that take
advantage of autonomy.
•
Can you think of examples of each?
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Lussier and Hendon, Fundamentals of Human Resource Management. © 2017, SAGE Publications.

Approaches to Job
Design and Redesign
•
Mechanistic Job Design: Task specialization, skill
simplification, and repetition; the traditional
pyramidal pattern of organizing
•
Biological Job Design: Structures the physical
work environment around how the body works to
minimize strain
•
Perceptual/Motor Job Design: Keeps employees
within their mental capabilities and limitations
•
Motivational Job Design: Focuses on affecting
psychological meaning and motivational potential
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Lussier and Hendon, Fundamentals of Human Resource Management. © 2017, SAGE Publications.

Lussier and Hendon, Fundamentals of Human Resource Management. © 2017, SAGE Publications.
Exhibit 4-3: The Job Characteristics Model (JCM)
23

Designing Motivational Jobs
•
Job Simplification
•
Job Expansion
–
Rotation, enlargement, and enrichment
•
Work Teams
–
Integrated and self-managed
•
Flexible Work
–
Flextime, job sharing, telecommuting, and
compressed work weeks
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Lussier and Hendon, Fundamentals of Human Resource Management. © 2017, SAGE Publications.

Lussier and Hendon, Fundamentals of Human Resource Management. © 2017, SAGE Publications.
Exhibit 4-4: Job Design Options, Process, and the JCM
25

Job Design for Flexibility
•
Flextime : Provides workers with a flexible
set of work hours
•
Job Sharing : Two (or more) people share
one whole job
•
Telecommuting : Allows workers to work
from a location other than the office
•
Compressed Workweek : Takes the
normal 5-day, 40-hour workweek and
compresses it to fewer than 5 days
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Lussier and Hendon, Fundamentals of Human Resource Management. © 2017, SAGE Publications.

Lussier and Hendon, Fundamentals of Human Resource Management. © 2017, SAGE Publications.