The job description part describes the job itself not the person who will do

The job description part describes the job itself not

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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. 16 Lussier and Hendon, Fundamentals of Human Resource Management. © 2017, SAGE Publications.
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17 Lussier and Hendon, Fundamentals of Human Resource Management. © 2017, SAGE Publications.
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18 Lussier and Hendon, Fundamentals of Human Resource Management. © 2017, SAGE Publications.
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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 19 Lussier and Hendon, Fundamentals of Human Resource Management. © 2017, SAGE Publications.
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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 20 Lussier and Hendon, Fundamentals of Human Resource Management. © 2017, SAGE Publications.
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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? 21 Lussier and Hendon, Fundamentals of Human Resource Management. © 2017, SAGE Publications.
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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 22 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. Exhibit 4-3: The Job Characteristics Model (JCM) 23
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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 24 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. Exhibit 4-4: Job Design Options, Process, and the JCM 25
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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 26 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.
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