CHAPTER TWO 1 Chapter Learning Objective 6 Identify
CHAPTER TWO 1
Chapter Learning Objective 6. Identify several problems frequently associated with job analysis. 7. Define job scope and job depth and explain their relationship to job design. 2
Chapter Learning Objective 8. Distinguish among the following types of alternative work schedules: flextime, telecommuting, job sharing, and condensed workweek. 9. Define the term contingent worker. 3
Define Job analysis and Job design ﺗﺼﻤﻴﻢ ﺍﻟﻮﻇﺎﺋﻒ ﺗﺤﻠﻴﻞ The first step in the process( )ﻋﻤﻠﻴﺔ of acquiring( )ﺍﻛﺘﺴﺎﺏ the organization’s human resources is to be specific( )ﻣﻌﻴﻦ , by known what kind of work( )ﻋﻤﻞ that needs( )ﺍﻻﺣﺘﻴﺎﺟﺎﺕ to be done( )ﻓﻌﻞ and how( )ﻛﻴﻒ that work should( )ﻭﻳﻨﺒﻐﻲ be done. Job analysis and job design are the processes( )ﺍﻟﻌﻤﻠﻴﺎﺕ used to determine( )ﺗﺤﺪﻳﺪ this. 4
>Job title ﺍﻟﻤﺴﻤﻰ ﺍﻟﻮﻇﻴﻔﻲ >Work performed ﺍﻟﻌﻤﻞ ﺍﻟﻤﻨﺠﺰ >Equipment used ﻣﻌﺪﺍﺕ >Education required ﺗﻌﻠﻴﻢ >experience required ﺗﺠﺮﺑﺔ >Physical, mental and visual effort required. ﺍﻟﺬﻫﻨﻲ ﻭﺍﻟﺒﺼﺮﻱ ﻭﺍﻟﺠﻬﺪ ﺍﻟﺒﺪﻧﻲ HOW ﻛﻴﻒ WHO ﺍﻟﺬﻱ WHERE 5
Define Job analysis and Job design Job analysis is the process( )ﻋﻤﻠﻴﺔ of determining( )ﺗﺤﺪﻳﺪ and reporting( )ﺗﻘﺮﻳﺮ pertinent( ﺍﻟﺼﻠﺔ )ﺫﺍﺕ information relating( )ﺍﻟﻤﺘﻌﻠﻘﺔ to the nature( )ﻃﺒﻴﻌﺔ of a specific( )ﻣﻌﻴﻦ job. It is the determination( )ﺗﺤﺪﻳﺪ of the tasks( )ﺍﻟﻤﻬﺎﻡ that comprise( )ﺗﺘﺄﻠﻒ the job and of the skills( )ﺍﻟﻤﻬﺎﺭﺍﺕ , knowledge, abilities( )ﻗﺪﺭﺍﺕ , and responsibilities( )ﺍﻟﻤﺴﺆﻮﻟﻴﺎﺕ required of the holder ﺍﻟﻌﺎﻣﻠﻴﻦ for successful job performance( )ﺃﺪﺍﺀ. 6
Define Job analysis and Job design Job Design( ﺗﺼﻤﻴﻢ )ﻋﻤﻞ : is the process( )ﻋﻤﻠﻴﺔ of structuring( )ﺍﻟﻬﻴﻜﻠﺔ work and designating( )ﺗﻌﻴﻴﻦ the specific( )ﻣﻌﻴﻦ work activities( )ﺍﻷﻨﺸﻄﺔ of an individual( )ﻓﺮﺩ or group( )ﻣﺠﻤﻮﻋﺔ of individuals to achieve( )ﺗﺤﻘﻴﻖ certain organizational objectives( )ﻫﺪﻑ. Job design addresses ﻳﺒﻴﻦ the basic( )ﺍﻷﺴﺎﺳﻴﺔ question of how the job is to be performed( )ﺗﻨﻔﻴﺬ , who( )ﺍﻟﺬﻱ is to perform it, and where it is to be performed. 7
Basic Terminology( )ﺍﻟﻤﺼﻄﻠﺤﺎﺕ ﺍﻷﺴﺎﺳﻴﺔ Micro motion ﺍﻟﺠﺰﺋﻴﺔ ﺍﻟﺤﺮﻛﺔ : Simplest( )ﺃﺒﺴﻂ unit( )ﻭﺣﺪﺓ of work; involves very elementary ﺍﺑﺘﺪﺍﺋﻲ movements ﺣﺮﻛﺔ , such as reaching, grasping ﺍﺳﺘﻴﻌﺎﺏ , positing ﺍﻟﻤﻮﺍﻗﻒ. Element( )ﺍﻟﻌﻨﺼﺮ : Aggregation( )ﺗﺠﻤﻴﻊ of two or more micro motion, an element is a complete entity, such as picking up ﺗﺠﻤﻴﻊ or transporting an object. Task( )ﻣﻬﻤﺔ : Consisting of one or more elements; task one of the distinct ﻣﻤﻴﺰ activities that constitute logical and necessary steps in the performance of work by an employee. 8
Basic Terminology Duties: One or more tasks performed ﺗﻨﺠﺰ in carrying out ﺗﻨﻔﻴﺬ a job responsibility( )ﻣﺴﺆﻮﻟﻴﺔ. Responsibilities( )ﺍﻟﺘﺰﺍﻡ : Obligations to perform ﻻﻧﺠﺎﺯ certain task and assume certain duties. Position ﺍﻟﻤﻮﻗﻒ : Collection ﺗﺠﻤﻴﻊ of task and responsibilities constituting ﺗﺸﻜﻞ the total work assignment ﺗﺼﻤﻴﻢ of a single employee. 9
Basic Terminology Job: Group of Position that are identical ﺗﺘﻄﺎﺑﻖ with respect to their major ﺍﺳﺎﺳﻲ or significant tasks and responsibilities. • The different between a position and a job is that a job may be hold by more than one person, whereas a position cannot. Occupation( )ﺍﻟﻤﻬﻨﺔ : A grouping of similar( )ﻣﻤﺎﺛﻞ jobs or job classes ﺍﻟﻮﻇﻴﻔﺔ ﻓﺌﺔ. 10
Micro motions Elements Tasks Duties Responsibilities Position s Jobs Occupations 11
Several Common Uses of Job analysis There are Several( )ﻋﺪﺓ of most common uses( )ﺍﺳﺘﺨﺪﻡ of job analysis Including : Job definition( )ﺗﻌﺮﻳﻒ : A job analysis ﺍﻟﻮﻇﻴﻔﺔ ﺗﺤﻠﻴﻞ results in a description( )ﻭﺻﻒ of the duties( )ﻭﺻﻒ and responsibilities( )ﺍﻟﻤﺴﺆﻮﻟﻴﺎﺕ of the job. Job redesign( ﺗﺼﻤﻴﻢ )ﺇﻋﺎﺩﺓ : A job analysis often indicates( )ﺗﺸﻴﺮ when a job needs to be redesigned. 12
Several Common Uses of Job analysis Recruitment: ﺗﻮﻇﻴﻒ process of seeking and attracting a pool of people from which qualified candidates for job vacancies can be chosen. Selection & Placement(): process of choosing from those available the individuals who are most likely to perform successfully in a job. Orientation: Introduction of new employees to the organization, work unit and job. 13
Several Common Uses of Job analysis Training: ( )ﺗﺪﺭﻳﺐ Learning( )ﺗﻌﻠﻢ process that involves the acquisition ﺍﻟﺤﺼﻮﻝ of skills, concepts ﻣﻔﺎﻫﻴﻢ , rules ﻗﻮﺍﻋﺪ , or attitudes ﺳﻠﻮﻙ to increase employee performance. Career counseling: ( ﺍﻟﻮﻇﻴﻔﻲ )ﺍﻹﺭﺷﺎﺩ Managers and human resource specialists are in a much better position ﻣﻮﻗﻒ to counsel ﻳﺮﺷﺪ employee about their careers ﻭﻇﺎﺋﻒ. Employee safety: Focusing ﺍﻟﺘﺮﻛﻴﺰ precisely ﺑﺪﻗﺔ on how a job is done usually uncovers ﻣﺸﻤﻮﻝ ﻏﻴﺮ any unsafe procedures. 14
Several Common Uses of Job analysis Performance appraisal: ( ﺍﻷﺪﺍﺀ )ﺗﻘﻴﻴﻢ The objective ﺍﻟﻬﺪﻑ of performance appraisal is to evaluate( )ﺗﻘﻴﻴﻢ an individual employee’s performance on a job( )ﻭﻇﻴﻔﺔ. Compensation: ﺗﻌﻮﻳﻀﺎﺕ A proper( )ﺟﻴﺪ job analysis( )ﺗﺤﻠﻴﻞ helps( )ﻣﺴﺎﻋﺪﺓ ensure( )ﺿﻤﺎﻥ that employees receive( )ﺗﻠﻘﻰ fair( )ﻋﺎﺩﻝ compensation( )ﺗﻌﻮﻳﻀﺎﺕ for their( )ﻣﻦ jobs. 15
Job Description & Job Specification Job Description ( ﺍﻟﻮﻇﻴﻔﻲ )ﺍﻟﻮﺻﻒ Concentrates( )ﺗﺮﻛﺰ on the job, it explains( )ﻳﺸﺮﺡ what the job ﺍﻟﻮﻇﻴﻔﺔ is and what the duties( )ﺍﻟﻮﺍﺟﺒﺎﺕ , responsibilities( )ﻣﺴﺆﻮﻟﻴﺔ , and general( )ﻋﺎﻡ working conditions( )ﺍﻟﺸﺮﻭﻁ are. Job Specification ( ﺍﻟﻮﻇﻴﻔﺔ )ﻣﻮﺍﺻﻔﺎﺕ Concentrates( )ﺗﺮﻛﺰ on the characteristics( )ﻣﻤﻴﺰ needed( )ﺍﻟﺤﺎﺟﺔ to perform( )ﻧﻔﺬ the job. It describes( )ﻳﺼﻒ the qualifications( )ﺍﻟﻤﺆﻬﻞ the incumbent ﺍﻟﻤﻮﻇﻒ must possess( ﺗﻤﺘﻠﻚ ﺃﻦ )ﻳﺠﺐ to perform( )ﻧﻔﺬ the job. 16
What ﺍﻟﺸﺮﻭﻁ working conditions ﻣﺴﺆﻮﻟﻴﺔ responsibilities ﺍﻟﻮﺍﺟﺒﺎﺕ what the duties( ﺍﻟﻤﺆﻬﻞ qualifications 17
Job Description & Job Specification Job Description Should Include( ﺗﺸﻤﻞ ﺃﻦ )ﻳﻨﺒﻐﻲ the following( ﻳﻠﻲ )ﻣﺎ : • Date( )ﺗﺎﺭﻳﺦ written. • Job status( ﺍﻟﻮﻇﻴﻔﻲ ()ﺍﻟﻮﺿﻊ full-time or part time; salary or wage). • Position ﺍﻟﻮﻇﻴﻔﺔ )ﻣﺴﻤﻰ. • Job summary( ( )ﻣﻠﺨﺺ a synopsis( )ﻣﻮﺟﺰ of the job responsibilities( ))ﻣﺴﺆﻮﻟﻴﺔ. • Detailed( )ﻣﻔﺼﻞ list( )ﻗﺎﺋﻤﺔ of duties( )ﺍﻟﻮﺍﺟﺒﺎ and responsibilities. • Supervision( )ﺇﺷﺮﺍﻑ received( ( )ﻳﺴﺘﻘﺒﻞ to whom jobholder ﺷﺎﻏﻞ ﺍﻟﻮﻇﻴﻔﺔ reports). 18
Job Description & Job Specification • Supervision exercised( ﺍﻟﺮﻗﺎﺑﺔ )ﺗﻤﺎﺭﻳﻦ , if any(who reports to this employee). • Principal( )ﺭﺋﻴﺴﻲ contacts( ( )ﺍﺗﺼﻞ in and outside the organization). • Related meeting to be position requirements. • Competency( )ﺍﻟﻜﻔﺎﺀﺍﺕ or Position requirements( )ﻣﻄﻠﺐ. • Required education and experience( )ﺗﺠﺮﺑﺔ. • Career( )ﻣﻬﻨﺔ mobility( ( )ﺍﻟﺘﻨﻘﻞ Position {s} for which jobholder may qualify next) 19
Job Analysis Methods There are Four of the most frequently ﺗﻜﺮﺍﺭ ﺍﻻﻛﺜﺮ used methods( )ﻃﺮﻕ of Job analysis. 1) Observation( )ﻣﺮﺍﻗﺒﺔ which include (Motion Study & Time Study) A) Motion Study ( ﺍﻟﺤﺮﻛﺔ )ﺩﺭﺍﺳﺔ : Determining( )ﺗﺤﺪﻳﺪ the motions( )ﺍﻟﺤﺮﻛﺎﺕ and movements( )ﺍﻟﺘﺤﺮﻙ necessary for performing a task ﺍﻟﻤﻬﻤﺔ ﺍﻧﺠﺎﺯ or job and then designing( )ﺗﺼﻤﻴﻢ the most efficient methods for putting those motions and movements together( )ﻣﻌﺎ. 20
Job Analysis Methods B) Time Study: job analysis methods( )ﻃﺮﻕ that determines( )ﺗﺤﺪﻳﺪ the elements ﻋﻨﺼﺮ of work( )ﻋﻤﻞ required to perform ﺍﻧﺠﺎﺯ the job ﺍﻟﻌﻤﻞ , the order( )ﺍﻟﺘﺴﻠﺴﻞ in which those elements occur( )ﺗﺤﺪﺙ , and the times( )ﻣﺮﺓ required to perform them effectively. 2) Interviews( )ﻣﻘﺎﺑﻠﺔ The interview method requires that the person conducting( )ﻳﺠﺮﻱ the job analysis meet ﻳﻘﺎﺑﻞ with and interview ﺍﻟﻤﻮﻇﻒ the job holder. 21
Job Analysis Methods 3) Questionnaires( )ﺍﻻﺳﺘﺒﻴﺎﻥ Contain both Objective and open –ended questions 4) Functional( )ﻭﻇﻴﻔﻲ Job Analysis Use as Standardize( )ﻣﻌﺎﻳﻴﺮ statements( )ﺑﻴﺎﻥ and terminology( )ﻣﺼﻄﻠﺤﺎﺕ to describe ﻳﺼﻒ the content of jobs. 22
Potential Problems with Job Analysis v Top management( ﺍﻟﻌﻠﻴﺎ )ﺍﻹﺩﺍﺭﺓ support( )ﺩﻋﻢ is missing( )ﻣﻔﻘﻮﺩ. v Only a single means and source( )ﻣﺼﺪﺭ are used for gathering( )ﺟﻤﻊ data( )ﺍﻟﺒﻴﺎﻧﺎﺕ. v the supervisor( )ﻣﺸﺮﻑ and the jobholder do not participate( )ﺍﻟﻤﺸﺎﺭﻛﺔ in the design( )ﺗﺼﻤﻴﻢ of the job analysis procedure. 23
Potential Problems with Job v No training( )ﺗﺪﺭﻳﺐ Analysis or motivation( )ﺣﺎﻓﺰ exists for jobholders. v Employees are not( )ﻟﻴﺲ allowed( )ﺳﻤﺢ sufficient( )ﻛﺎﻑ time( )ﻣﺮﺓ to complete( )ﻛﺎﻣﻞ the analysis. v Activities( )ﺍﻷﻨﺸﻄﺔ may be distorted( )ﻣﺸﻮﻩ. v Participants( )ﺍﻟﻤﺸﺎﺭﻛﻮ fail( )ﻓﺸﻞ to critique( )ﻧﻘﺪ the job. 24
Job Scope And Job Depth Job scope and job depth are both dimensions of job design A) Job scope( )ﻣﺪﻯ : refers to the number( )ﻋﺪﺩ and variety( )ﺗﺸﻜﻴﻠﺔ of tasks( )ﻣﻬﻤﺔ performed( )ﺗﻨﻔﻴﺬ by the jobholder ﺍﻟﻮﻇﻴﻔﺔ ﺷﺎﻏﻞ. B) Job depth( )ﻋﻤﻖ : refers to the freedom( )ﺣﺮﻳﺔ of jobholders to plan( )ﺧﻄﺔ and organize( )ﺗﻨﻈﻢ their own( )ﺍﻟﺨﺎﺻﺔ work, work at their own pace ﺍﻟﺘﻘﺪﻡ ﺳﺮﻋﺔ , and move around and communicate as desired. 25
Types Of Alternative work schedules Flextime( ﺍﻟﻤﺮﻥ )ﺍﻟﻮﻗﺖ : allows ﻳﺴﻤﺢ employees to choose( )ﺍﺧﺘﺮ , within certain limits, when they start and end their workday. Telecommuting: Is the practice of working at home or while traveling( )ﺳﻔﺮ and being able to interact with the office. Alternative ﺍﻟﺒﺪﻳﻞ Schedule ﺟﺪﻭﻝ 26
Types Of Alternative work Job sharing( )ﻣﺸﺎﺭﻛﺔ : schedules Is the practice whereby ﺑﻮﺍﺳﻄﺔ two or more part-time Individuals perform a job that would normally be held by one full-time person. condensed ( )ﻣﻜﺜﻒ work week( )ﺃﺴﺒﻮﻉ : The number of hours( )ﺳﺎﻋﺔ worked per day( )ﻳﻮﻣﻴﺎ is increased( )ﺯﻳﺎﺩﺓ and the number of days( )ﺃﻴﺎﻡ in the workweek is decreased( )ﺍﻧﺨﻔﻀﺖ. 27
Types Of Alternative work schedules Contingent ( )ﺍﻟﻤﺸﺮﻭﻁ worker( )ﻋﺎﻣﻞ : Including Employee who are A) Independent contractors( )ﺍﻟﻤﺘﻌﺎﻗﺪﻳﻦ and on-call workers, who are called to work only when needed. B) Temporary( )ﻣﺆﻘﺖ or short-term workers. 28
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Reference : Byars, L. and Rue, L. , “Human Resource Management”, 9 th , Mc. Graw Hill, (2008). 30
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