人力资源管理版英文版教学课件第4章.ppt

1、Chapter 4The Analysis and Designof Work Learning Objectives1.Analyze an organizations structure and work flow process,identifying output,activities and inputs in production of a product or service.2.Understand importance of job analysis in strategic HRM.3.Choose the right job analysis technique for

2、a variety of HR activities.4.Identify tasks performed and skills required in a given job.5.Understand different approaches to job design.6.Comprehend trade-offs among various approaches to designing jobs.4-*Work-flow DesignuWork-flow design-Work-flow design-process of analyzing tasks necessary for p

3、roduction of a product or service,prior to assigning tasks to a particular job category or person.uOrganization structure Organization structure-relatively stable and formal network of vertical and horizontal interconnections among jobs that constitute the organization.4-*Work-flow AnalysisuWork-flo

4、w analysis Work-flow analysis is useful in providing a means for managers to understand all taskstasks required to produce a high-quality product and the skills necessary to perform those tasks.uWork-flow analysis Work-flow analysis includes analyzing:work outputswork outputswork processeswork proce

5、sseswork inputswork inputs4-*Developing a Work-Unit Activity Analysis 4-*Lean Production VS Batch Work MethodsuLean Production is processes that emphasize manufacturing goods with minimum amount of time,materials,money and people to leverage technology and flexible,well-trained and skilled personnel

6、 to produce more custom products for less.uBatch Work Methods use large groups of low skilled employees to churn out long runs of identical mass products stored in inventories for later sale.Organization StructureOrganization Structureu Organization structure Organization structure provides a cross-

7、sectional overview of the static relationship between individuals and units that create outputs.uTwo dimensions of structure are:Two dimensions of structure are:1.Centralization 1.Centralization 2.Departmentalization 2.Departmentalization4-*Structural ConfigurationDivisionalworkflow departmentalizat

8、ionlow level of centralizationsemi-autonomousflexible and innovativesensitive to subtle differences across products,regions and clientsFunctional functional departmentalization high level of centralization high efficiency inflexible insensitive to subtle differences across products,regions and clien

9、ts4-*Importance of Job Analysis to HR ManagersWork RedesignWork RedesignHR PlanningHR PlanningJob AnalysisJob AnalysisPerformance AppraisalPerformance AppraisalCareer PlanningCareer PlanningSelectionSelectionTraining&DevelopmentTraining&DevelopmentJob EvaluationJob EvaluationJob AnalysisJob Analysis

10、Job Analysis InformationJob Description-list of tasks,duties,and responsibilities(TDRs)tasks,duties and responsibilities4-*Sample Job DescriptionJob Title:Maintenance MechanicGeneral Job Description:General maintenance and repair of all equipment used in operations of a particular district.Includes

11、servicing company used vehicles,shop equipment and machinery used on job sites.1.Essential duty(40%)Maintenance of Equipment2.Essential duty(40%)Repair of Equipment3.Essential duty(10%)Testing and Approval4.Essential duty(10%)Maintain StockNonessential functions:Other duties assigned4-*Job Analysis

12、Methods(PAQ)Position Analysis Questionnaire(FJAS)Fleishman Job Analysis System(ONET)Occupational Information NetworkJob Analysis-process of getting detailed information about jobs.4-*PAQs 6 SectionsInformation InputInformation InputRelationshipsRelationshipsMental ProcessesMental ProcessesJob Contex

13、tJob ContextWork OutputWork OutputOther CharacteristicsOther Characteristics Position Analysis Position Analysis Questionnaire Dimensions q Decision/communication/general responsibilitiesq Clerical/related activitiesq Technical/related activitiesq Service/related activitiesq Regular day schedule ver

14、sus other work schedulesq Routine/repetitive work activitiesq Environmental awarenessq General physical activitiesq Supervising/coordinating other personnelq Public/customer/related contact activitiesq Unpleasant/hazardous/demanding environmentq Non-typical work schedules4-*Job Design and Job Redesi

15、gnJob Design and Job RedesignJob design is the process of defining how work will be performed and the tasks thatwill be required in a given job.4-*Four Approaches Used in Job Design MechanisticMotivationalMotivationalBiologicalBiologicalPerceptual-motor Perceptual-motor 4-*Mechanistic ApproachSpecia

16、lizationSpecializationSkill VarietySkill VarietyWork Methods AutonomyWork Methods AutonomyMotivational ApproachDecision-making autonomyDecision-making autonomyTask significanceTask significanceInterdependenceInterdependenceJob Characteristics ModelA model of how job design affects employee reaction

17、Job Characteristics Job CharacteristicsSkill VarietySkill VarietyTask IdentityTask IdentityTask SignificanceTask SignificanceAutonomyAutonomyFeedbackFeedbackWork OutcomesHigh Quality of WorkHigh SatisfactionLow Turnover and AbsenteeismPsychological StatesExperienced MeaningfulnessResponsibility for

18、OutcomeKnowledge of Results4-*u Physical demandu Ergonomicsu Work ConditionsBiological ApproachPerceptual-Motor ApproachJob complexityJob complexityInformation processingInformation processingEquipment useEquipment useImportance of Job AnalysisImportance of Job Analysis to Line Managers to Line Mana

19、gers1.Managers must have detailed information about all the jobs in their work group to understand work-flow process.2.Managers need to understand job requirements to make intelligent hiring decisions.3.Managers must clearly understand tasks required in every job.4-*Trade-Offs Among Job Design Appro

20、achesApproachMotivationalMechanisticBiologicalPerceptual-MotorNegative OutcomesIncreased training timeLower utilization levelsGreater likelihood of errorGreater chance of mental overload and stressLower job satisfactionLower motivationHigher absenteeismHigher financial costs because of changes in eq

21、uipment or job environmentLower job satisfactionLower motivation4-*SummarySummaryuJob analysis and design Job analysis and design is a key component for a competitive advantage and strategy.uManagers need to understand the entire work-flow process work-flow process to ensure efficiency and effectiveness and have clear,detailed job information.uManagers can redesign jobs redesign jobs so the work unit is able to achieve its goals while individuals benefit from motivation,satisfaction,safety,health and achievement.4-*