Chapter 2

HUMAN RESOURCE MANAGEMENT

Pio G. Castillo

HUMAN RESOURCE MANAGEMENT

Pio G. Castillo

Job Analysis is the process of determining, through observation and study, and reporting pertinent information relating to the nature of a specific job. It serves as the cornerstone of all HR functions.

HUMAN RESOURCE MANAGEMENT

Pio G. Castillo

Job Design is the process of structuring work and designating the specific work activities of an individual or group of individuals to achieve certain organizational objectives.

HUMAN RESOURCE MANAGEMENT

Pio G. Castillo

Most elementary movement (grasping, stepping, etc.) Complete action (picking up, walking, etc.) Grouping of work elements (serving food and drinks, etc.)
Group of related tasks (attend to customer concerns, etc.)

Micromotions Elements
Tasks

Duties Positions Jobs Occupations

Responsibilities

Duties combined with responsibilities (Domestic Flight Attendant of a specific flight) Group of positions with identical major tasks and duties (Domestic Flight Attendant)
Group of jobs (Flight Attendant)

Relationships among Different Job Components By Byars and Rue

HUMAN RESOURCE MANAGEMENT
Pio G. Castillo

HUMAN RESOURCE MANAGEMENT

Pio G. Castillo

Job analysis should report the job as it exists at the time of the analysis, NOT as it should exist, NOT as it has existed in the past, and NOT as it exists in similar establishments. Successful job analysis leads to the writing of the *Job Description and the *Job Specification.

*Bring printed sample forms next meeting.

HUMAN RESOURCE MANAGEMENT
Pio G. Castillo

Job Description concentrates on describing the job as it is currently being performed. It explains what the job is called, what it requires to be done, where it is to be done, and how it is to be done. Its usual contents are: job name, brief summary description of the job, listing of job duties and responsibilities, and reporting relationships. It should be updated by the job holder and his superior as often as needed.
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Pio G. Castillo

Job Specification concentrates on the knowledge (identifiable factual information), skills (specific proficiencies), abilities (general and enduring capabilities), and other characteristics (KSAOs) needed to perform the job. It may be prepared separately or included as the last part of the Job Description.

HUMAN RESOURCE MANAGEMENT

Pio G. Castillo

HUMAN RESOURCE MANAGEMENT

Pio G. Castillo

Observation (Time and Motion Study, Work Sampling) Interview Questionnaires

HUMAN RESOURCE MANAGEMENT

Pio G. Castillo

HUMAN RESOURCE MANAGEMENT

Pio G. Castillo

Absence of management support Only a single means and source are used for data gathering Lack of participation from the job holder and his superior No training or motivation exists for the job holder Employees are not given enough time to complete the analysis Activities may be distorted (Hawthorne Effect) Participants fail to critique the job
HUMAN RESOURCE MANAGEMENT
Pio G. Castillo

HUMAN RESOURCE MANAGEMENT

Pio G. Castillo

The overall goal of job design is to develop work assignments that meet the requirements of the organization and the technology, and that satisfy the personal and individual requirements of the job holder. Two dimensions of job design:
Job Scope number and variety of tasks performed by the job holder 2. Job Depth freedom of job holders to plan and organize their own work, work at their own pace, and move around and communicate as desired.
1.
HUMAN RESOURCE MANAGEMENT
Pio G. Castillo

HUMAN RESOURCE MANAGEMENT

Pio G. Castillo

It was introduced as an alternative to viewing job design strictly as a matter of specializing the job. According to this concept, employers should design jobs by taking a holistic view of the entire job situation, including its physical and social environment. This approach merges the technical needs of the organization with the social needs of the employees involved.

HUMAN RESOURCE MANAGEMENT

Pio G. Castillo

The Physical Work Environment includes factors such as temperature, humidity, ventilation, noise, light, color, and other factors which can have an impact on the design of jobs. *Employment hazards vs. Occupational Safety and
Health Act

Alternative Work Schedules attempt to increase productivity and decrease cost.

Flexitime (with core period) Telecommuting Job Sharing Condensed Workweek

HUMAN RESOURCE MANAGEMENT
Pio G. Castillo

HUMAN RESOURCE MANAGEMENT

Pio G. Castillo