Developing a WorkUnit Analysis Inputs material information Equipment

Developing a Work-Unit Analysis Inputs - material - information Equipment - facilities - systems People - knowlwdge - skills - abilities IRWIN ©a Times Mirror Higher Education Group, Inc. , company, 1997 ACTIVITY what tasks are required ? OUTPUT - product/service - how measured?

The Importance of Job Analysis to HR Managers Work Redesign Career Planning Job Evaluation HR Planning Job Analysis Training and Development Recruitment Selection IRWIN ©a Times Mirror Higher Education Group, Inc. , company, 1997 Performance Appraisal

The Importance of Job Analysis to Line Managers Understand work-flow Job Analysis Information Make correct hiring decisions Evaluate performance IRWIN ©a Times Mirror Higher Education Group, Inc. , company, 1997

Gathering Job Analysis Information 1 Identify major job dimensions 2 Identify tasks 3 Identify KSAOs 4 Identify potential job changes 5 Predict the nature of the “changing” job IRWIN ©a Times Mirror Higher Education Group, Inc. , company, 1997

Identifying Job Dimensions and Job Tasks for a University Professor Teaching Research (“Prepares and presents research reports lecture material for publication to class. ”) in journals. ”) Advising Service (“ Gives career counseling advice to students. ”) Consulting (“Performs work for external organizations. ”) IRWIN ©a Times Mirror Higher Education Group, Inc. , company, 1997 (“Serves on departmental committees as needed. ”)

EXHIBIT 4 -4. Need for an Integrative ”Language” Among Key Human Resource Data Sources • Performance Appraisal “develops people” “performance oriented” • Assessment of Potential “leadership” “tenacity” • Job Specifications “experience” “education” • Career Counseling “challenge” “self-directed” • Core Competencies “creativity” “adaptability” ? • Knowledge-Skills-Abilities “interpersonal skills” “industry experience” • Job Design “self-direction” “autonomy” “achievement”

MASLOW vs. Satisfaction HERZBERG Satisfaction FULFILLMENT SATISFIERS ESTEEM SOCIAL 0 HYGIENE FACTORS SAFETY PHYSICAL 0 Dis. Satisfactio n

Job Characteristics Model Core Job Dimensions Skill Variety Task Identity Task Significance Psychological States Meaningful Work Autonomy Responsibility for outcome Feedback Knowledge of results IRWIN ©a Times Mirror Higher Education Group, Inc. , company, 1997

Job Characteristics Model Psychological States Work Outcomes High Motivation Meaningful Work High Quality Work Responsibility for outcome High Satisfaction Knowledge of results Low Absenteeism and Turnover IRWIN ©a Times Mirror Higher Education Group, Inc. , company, 1997

BOSS job enrichment job enlargement before JOB after

BOSS before JOB after

Summary of Job Design Approaches Job Design Approach Motivational Mechansitic Satisfaction Dimension Performance Dimension job performance absenteeism job satisfaction motivation job involvement training time chance of error chance of stress training time chance of error use levels chance of stress job satisfaction motivation absenteeism SOURCE: Reprinted by permission of publisher, from Organizational Dynamics, Winter/1987. American Management Association, N. Y. All rights reserved Legend: = positive = negative

Summary of Job Design Approaches (cont. ) Job Design Approach Satisfaction Dimension Performance Dimension Biological physical effort fatigue absenteeism medical incidents job satisfaction financial costs Perceptual / motor chance of stress training time chance of error use levels job satisfaction motivation SOURCE: Reprinted by permission of publisher, from Organizational Dynamics, Winter/1987. American Management Association, N. Y. All rights reserved Legend: = positive = negative