job design & redesign
TRANSCRIPT
JOB DESIGN & REDESIGN
JOB ?
A group of finite tasks to be performed and duties to be fulfilled in order to achieve an end
result.
JOB DESIGN
is a conscious effort to organise tasks,
duties and responsibilities into a unit of
work to achieve a certain objective.
JOB REDESIGN
is a conscious effort to re-organise
tasks, duties and responsibilities
into a unit of work to satisfy both
technological and human
considerations simultaneously.
APPROACHES TO JOB REDESIGN
Job-based approaches
Person-based approaches
Team-based approaches
Job-Based Approaches Specialisation Standardisation Operations and
production management (process identification, scheduling, etc)
Techniques Job elements Time and motion
studies Flow charts and
Process charts
Person-Based Approaches
Job enlargement Job enrichment Job rotation
Techniques Job Characteristics
Model
Specialized to Enlarged Jobs Job Enlargement = same-level
activities Job Enrichment = redesigning to
experience more responsibility, achievement, growth and recognition
Job Rotation = moving from one job to another
THE JOB AND ITS TASKS
JOB REDESIGNRearrange
existing tasks in the job
Include work done
after the job
Add new responsibility
Increase closure of tasks
Eliminate dissatisfying
tasks from job
Include work done before
the job
Add new tasks
Increase feedback on performance
Job Characteristics ModelCore Job Core Job
CharacteristicsCharacteristicsCritical Psych Critical Psych
StatesStatesPersonal & Personal &
Work OutcomesWork Outcomes
Skill Variety
Task Identity
Task Significance
Autonomy
Job Feedback
Experienced meaningfulness of the work
Experienced responsibility for work outcomes
Knowledge of work results
High internal work motivation
High quality work performance
High satisfaction with work
Low absenteeism & turnover
Individual Differences
J ob Characteristics
Skill Variety The extent to which the work requires several diff erent activities for successful completion.
Task I dentity
The extent to which the job includes a “whole” identifiable unit of work that is carried out from start to finish and that results in a visible outcome.
Task Significance
The impact the job has on other people.
Autonomy The extent of individual freedom and discretion in the work and its scheduling.
Feedback The amount of information received about how well or how poorly one has performed.
Team-Based Approaches Sociotechnical
enrichment Quality systems/circles
Techniques Multi-skilling Job families Self-managing work
teams
Types of Teams
Special-Purpose Team
Organizational team formed to address specific problems, improve work processes, and enhance product and service quality.
Quality Circle Small group of employees who monitor productivity and quality and suggest solutions to problems.
Production Cells
Grouping of workers who produce components or entire products.
Self- directed Work Team
A team composed of individuals assigned a cluster of tasks, duties, and responsibilities to be accomplished.
Shamrock Team
A team composed of a core of members, resource experts who join the team as appropriate, and part- time/temporary members as needed
WORK SCHEDULING
Compressed work week Flexible working hours
FlexitourGliding timeFlexiplaceFlexyears
Job Sharing Part-time Work
Job Analysis – What is it and how is it used?
The procedure for determining the duties and skill requirements of a job and the
kind of person who should be hired for it.
Check the site http://www.job-analysis.net/G000.htm to find some of the purposes for which job analysis is used.
Information Collected
Activities and behaviors Machines, tools, equipment and work aids Performance standards Job context Human requirements
The Output of Job Analysis Job description
A list of a job’s duties, responsibilities, reporting relationships, working conditions, and supervisory responsibilities
Job specificationsA list of a job’s “human requirements,” that is, the
requisite education, skills, personality, and so on.
Uses of Job Analysis Information Recruitment and Selection Compensation Performance Management Training Discovering Unassigned Duties
Methods of Collecting Job Analysis Information
Interview Questionnaire Observation Participant diary/logs Other sources of information
Methods of Collecting Job Analysis Information: The Interview
Information sourcesIndividual employeesGroups of employeesSupervisors with
knowledge of the job
AdvantagesQuick, direct way to find
overlooked information.
DisadvantagesDistorted information
Interview formatsStructured (Checklist)Unstructured
Methods of Collecting Job Analysis Information: Questionnaires
Information sourceHave employees fill out
questionnaires to describe their job-related duties and responsibilities.
Questionnaire formatsStructured checklistsOpened-ended
questions
AdvantagesQuick and efficient way
to gather information from large numbers of employees
DisadvantagesExpense and time
consumed in preparing and testing the questionnaire
Methods of Collecting Job Analysis Information: Observation
Information source Observing and noting the
physical activities of employees as they go about their jobs.
Advantages Provides first-hand
information Reduces distortion of
information
Disadvantages Time consuming Difficulty in capturing entire
job cycle Of little use if job involves a
high level of mental activity.
Methods of Collecting Job Analysis Information: Participant Diary/Logs
Information sourceWorkers keep a
chronological diary/ log of what they do and the time spent in each activity.
AdvantagesProduces a more complete
picture of the jobEmployee participation
DisadvantagesDistortion of informationDepends upon employees to
accurately recall their activities
Writing Job Descriptions A job description
A written statement of what the worker actually does, how he or she does it, and what the job’s working conditions are.
Sections of a typical job descriptionJob identificationJob summaryResponsibilities and dutiesAuthority of incumbentStandards of performanceWorking conditions
The Job Description
Job identificationJob title: name of jobGrade: where it fits in the hierarchyPreparation date: when the description was
writtenPrepared by: who wrote the description
Job summaryDescribes the general nature of the jobLists the major functions or activities
The Job Description (cont’d) Relationships (chain of command)
Reports to: employee’s immediate supervisor
Supervises: employees that the job incumbent directly supervises
Works with: others with whom the job holder will be expected to work and come into contact with internally.
Outside the company: others with whom the job holder is expected to work and come into contact with externally.
E.g. of Relationships Statement for Human Resource Director
Departm entSecretary
Hum an ResourceClerk
TestAdm inistrator
Labor RelationsManager
Hum an ResourceDirector
V ice PresidentEm ployee Relations
Works with all department managers and top management
Works with employment agencies, recruiters, union reps, govt. agencies, vendors
The Job Description (cont’d) Responsibilities and duties
A listing of the job’s major responsibilities and duties (essential functions)
Defines limits of jobholder’s decision-making authority, direct supervision, and budgetary limitations.
The Job Description (cont’d) Standards of performance and
working conditionsLists the standards the employee
is expected to achieve under each of the job description’s main duties and responsibilities.
Job Specifications
What human traits and experience are required to do the job well?QualificationsPrior experienceSpecial trainingPersonality factorsPhysical characteristicsOther attributes/qualities
Steps in Job Analysis
1. Clarify why you are collecting the information
2. Review relevant background information
3. Select representative positions
4. Conduct the analysis
5. Verify with the worker / supervisor / mgmt.
6. Develop a job description and job specification
The Job Analysis System
SOURCES SOURCES OF DATAOF DATA
METHODS OF METHODS OF COLLECTING COLLECTING DATADATA
JOB JOB SPECIFICA-SPECIFICA-TIONTION
JOB JOB DESCRIP-DESCRIP-TIONTION
HR HR FUNCTIONSFUNCTIONS
JOB JOB DATADATA
HRP, JD & JA Model
HR PlanningHR Planning
Job AnalysisJob Analysis
Macro
Micro
Job Description Job Specification
Other HRM Activities
(Recruitment, Selection, Performance appraisal, Training, Compensation)
Productivity, QWL, Legal Compliance
Job DesignJob Design
Conclusion…….