Mgt 352 Chapter 4
Importance of Job Analysis
-work redesign -hr planning -selection -training -performance appraisal -career planning -job evaluation
Job Characteristics Model
1) Skill variety 2)Task identity 3)Task Significance 4)Autonomy 5)Feedback
Three Dimensison to Team Analysis
1)Skill differentiation 2)Authority differentiation 3)Temporal (time) stability
PAQ organization
1)information input 2)mental processes 3)work output 4)relationships with other persons 5)job context 6)other characteristics
Job Extension
Enlarging jobs by combining several relatively simple jobs to form a job with a wider range of tasks
Job Specification
a list of the knowledge, skills, abilities, and other characteristics (KSAOs) that an individual must have to perform a particular job
job descriptions
a list of the tasks, duties, and responsibilities (TDRs) that a particular job entails
Compressed workweek
a schedule in which full-time workers complete their weekly hours in fewer than five days
Flextime
a scheduling policy in which full-time employees may choose starting and ending times withing guidelines specified by the organization
job
a set of related duties
position analysis questionnaire (PAQ)
a standardized job analysis questionnaire containing 194 questions about work behaviors, work conditions, and job characteristics that apply to a wide variety of jobs
Job Sharing
a work option in which two part-time employees carry out the tasks associated with a single job
competency
an area of personal capability that enables employees to perform their work successfully
skill
an individual's level of proficiency at performing a particular task- the capability to perform it well
Telework
broad term for doing one's work away from a centrally located office
job enlargement
broadening the types of tasks performed in a job
Job Enrichment
empowering workers by adding more decision making authority to jobs
Job rotation
enlarging jobs by moving employees among several different jobs
Knowledge
factual or procedural info that is necessary for successfully performing a task
Fleishman Job Analysis System
job analysis technique that asks subject - matter experts to evaluate a job in terms of the abilities required to perform the job
other characteristics
might be personality traits such as someone's persistence or motivation to achieve
OSHA
occupational safety and Health administration
incumbents
people who currently hold that position in the orgaization
Inputs
raw inputs (materials and info), equipment, and human resources (knowledge, skills, and abilities)
ability
refers to a more general enduring capability that an individual possesses
onetonline.org
review jobs' tasks, work styles and context
structure with goal to empower employees
structure and jobs need to enable broad responsibility such as jobs that involve employees in serving a particular group of customers rather than performing a narrowly defined function
structure based on teamwork/broad responsibility
tend to require a structure based on divisions other than functions
work flow design
the process of analyzing the tasks necessary for the production of a product or service
Job design
the process of defining how work will be performed and what tasks will be required in a given job
job analysis
the process of getting detailed info about jobs
outputs
the products of any work unit, say, a department or team Ex: restaurant meal, finished part
position
the set of duties (job) performed by a particular person Ex: school has many teaching positions; people filling those positions are performing the job of a teacher
industrial engineering
the study of jobs to find the simplest way to structure work in order to maximize efficiency
ergonomics
the study of the interface between individuals' physiology and the characteristics of the physical work environment
work processes
used to generate the outputs identified
structure based on function
workers tend to have low authority and to work alone at highly specialized jobs