CHAPTER 6

Job requirements in a changing workplace

Demonstrate the relationships between job requirements and effective SHRM

Examine typical methods of job analysis and competency profiling and their benefits

Explain the links between job analysis, competencies, job descriptions and corresponding person specifications

Session objectives

Analyse the process of job design and its relationships to workplace IR issues

Review the contributions of quality of work life and work environment programs to job design and effective employee performance

Appreciate the rapid ‘people’ changes occurring in the modern workplace

Session objectives (cont.)

Job analysis

The process of determining the requirements of the job

Job analysis and HR functions

Job analysis relates to: Recruitment Selection Training and development Performance management Compensation management Workplace relations

Performing job analysis Select jobs Determine information to collect Identify sources of data Methods of data collection Evaluate and verify data Write report

Key termsKey terms

Job specification

Position

Job requirements

Job

Job description

Methods of job analysis

Narrative

Functional job analysis (FJA)

Position analysis questionnaire (PAQ)

Threshold traits analysis

Other

Data collection methods Interviews Questionnaires Job performance Observation Diaries Critical incidents Focus groups HR records ASCO data

Competency

A characteristic or trait that

results in effective performance

on the job

Competency profiling

Seeks to identify the specific set of competencies that are related to superior job performance A competency is a skill, knowledge or any characteristic that results in effective job performance

Job descriptions and person specifications

Job description: A written description of a job, the types of duties performed and the conditions under which these

duties are performed

Person specification: Details the qualifications, experience and personal qualities required of suitable job-

holders

Job descriptionsJob descriptions

Job title

Job identification

Job specifications

Essential functions

1. Title.

2. Statement.

3. Essential Functions.

4. Specifications.

Job Description

1. XXX2. XXX3. XXX4. XXX

1. XXX2. XXX3. XXX4. XXX

Job description problems

Often poorly written Static rather than dynamic – not updated as job duties change Sexist or discriminatory Tasks not directly work-related Vague rather than specific

Job design

Concerns the satisfaction

of the job holder’s

needs

Job designJob design

Industrial engineering THE JOB Employee

contributions

Organisational objectives

Ergonomicconcerns

Industrial engineering Analysing work methods and establishing time standards for job completion

Benefits: Disciplined and objective Focus on improving efficiency and simplifying work methods Increased production Clear relationship between outcomes and rewards

Limitations: Only measures standardised processes and outcomes Bonus systems may act against new employee training May lead to job dissatisfaction Can aggravate physical or mental ailments

Industrial engineering (cont.)

Human engineering

Aims to identify and respond to worker needs in the performance of their jobs Adapts work environment and equipment to the person Can improve efficiency and create a more harmonious work environment

Job design strategies

Job enlargement

Job rotation

Job enrichment

Self-managing work teams

Adjustments in work schedules

Work in the 21st century

Hours of work – longer and harder Wage structures and reward programs Job insecurity Self-management Workplace stress