Job Design

OS352 HRM

Fisher

Sept. 21, 2004

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Agenda

A few final words on job analysis Principles of job design Exam review

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Methods used to collect data

Common methods used for the assignment– Personal reflection– Interviewing another person– Internet

What happens when you rely on a single person as your source for information?

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Job Analysis Trends

Dejobbing– Using person descriptors rather than job

descriptors– Allows for more flexibility than the traditional job

description

Organization-wide competencies Future-oriented (strategic) job modeling

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Discussion Question

How can job analysis, job descriptions, and job specifications help an organization uphold it’s legal responsibilities?

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Job design overview

Job analysis describes existing jobs Job design

– creates new jobs – changes existing jobs

Use data such as– Work flow – Critical tasks to be performed– Other info?

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Principles of Job Design

Efficiency Motivation Mental capacity Ergonomics

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Motivational considerations

Job characteristics model– Skill variety– Task identity– Task significance– Autonomy– Feedback

But, people vary on their growth need strength Links back to work flow analysis

– Making work meaningful

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Discussion question

You are a manager at a local fast food restaurant. Your cashiers are becoming dissatisfied with their jobs. How could you:– Help them perform the job more efficiently?– Increase the motivating potential of the job?– Improve the ergonomics of the job?

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For September 30

Topic will be HR planning Read Chapter 5 Bring article on outsourcing from the

scavenger hunt

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For next class

First exam on Thursday! Worth 35 points Will cover all notes, class discussion, book

material so far Format

– 10 MC questions (10 points)– 5 of 6 short answer (10 points)– 3 of 5 essay (15 points)

Will have choice on essays

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Critical concepts include (but are not limited to):

HR and strategy– Strategic HRM– Common types of strategy, how does HR link with strategy?

Legal issues – Very important!!– Types of fairness (procedural/distributive, equity/equality)– Key employment laws (CRA, ADA, FMLA, ADEA, etc.)

Safety, including role of OSHA Job analysis

– Types of data to collect, how to collect data, tasks and KSAOs/competencies, uses of job analysis data

Job design – purpose, different approaches