Human resource management gaining a competitive advantage 2014 chapter 4

Human Resource Management:
Gaining a Competitive Advantage

Chapter 04

The Analysis and Design of
Work

McGraw-Hill/Irwin

Copyright © 2013 by The McGraw-Hill Companies, Inc. All rights reserved.


Learning Objectives
1. Analyze an organization’s 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 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 .

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Work-flow Design
 Work-flow design- process of analyzing tasks necessary
for production of a product or service, prior to assigning
tasks to a particular job category or person.

 Organization structure - relatively stable and formal

network of vertical and horizontal interconnections among
jobs that constitute the organization.

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Work-flow Analysis
 Work-flow analysis is useful in providing a means for
managers to understand all tasks required to produce a highquality product and the skills necessary to perform those
tasks.

 Work-flow analysis includes analyzing:
 work outputs
 work processes
 work inputs

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Developing a Work-Unit Activity
Analysis
U

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Lean Production vs Batch Work
Methods

Lean 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 to produce more custom products for
less.

Batch Work Methods use large groups of low
skilled employees to churn out long runs of
identical mass products stored in inventories
for later sale.
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Organization Structure
 Organization structure provides a cross-

sectional
overview of the static relationship between individuals and
units that create outputs.

 Two dimensions of structure are:

1. Centralization
2. Departmentalization

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Structural Configuration

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Importance of Job Analysis to HR
Managers
Work
Work
Redesign
Redesign
HR
HR Planning
Planning

Performance
Performance
Appraisal
Appraisal
Training
Training &
&
Development
Development

Selection
Selection

Career
Career Planning
Planning

Job
Job Evaluation
Evaluation

Job
Job Analysis
Analysis

Job
Job Analysis
Analysis

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Job Analysis Information

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Sample Job Description
Job Title: Maintenance Mechanic
General Job Description: General maintenance and
repair of all equipment used in operations of a particular
district. Includes servicing company used vehicles, shop
equipment and machinery used on job sites.
1. Essential duty (40%) Maintenance of Equipment
2. Essential duty (40%) Repair of Equipment
3. Essential duty (10%) Testing and Approval

4. Essential duty (10%) Maintain Stock
Nonessential functions: Other duties assigned

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Job Analysis Methods

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PAQ’s 6 Sections
Information Input

Relationships

Mental Processes

Job Context

Work Output

Other
Characteristics

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Position Analysis
Questionnaire Dimensions

 Decision/communication/general
responsibilities
 Clerical/related activities
 Technical/related activities
 Service/related activities
 Regular day schedule versus other work
schedules
 Routine/repetitive work activities
 Environmental awareness
 General physical activities
 Supervising/coordinating other personnel
 Public/customer/related contact activities
 Unpleasant/hazardous/demanding
environment

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Job Design and Job Redesign

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Four Approaches Used in Job
Design

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Mechanistic Approach

Specialization
Skill Variety
Work Methods Autonomy

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Motivational Approach

Decision-making autonomy
Task significance
Interdependence

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Job Characteristics Model
A model of how job design affects employee
reaction

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Biological Approach

Physical demands
Ergonomics
Work conditions

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Perceptual-Motor Approach

Job complexity
Information processing
Equipment use

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The Importance of Job
Analysis to Line Managers
1. 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.

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Trade-Offs Among Job Design
Approaches

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Summary
 Job analysis and design is a key component for a
competitive advantage and strategy.

 Managers need to understand the entire work-flow process to
ensure efficiency and effectiveness and have clear, detailed
job information.

 Managers can redesign jobs so the work unit is able to
achieve its goals while individuals benefit from motivation,
satisfaction, safety, health and achievement.

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