Job Requirements and the Design of Organizations to Achieve Human Resources Productivity

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Job Requirements and the Design of
Organizationsto Achieve Human Resources
Productivity
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Objective
1.???????????????????????????? Job requirements
??????????????????????????????
2.?????????????????? Job Analysis ??????????
3.??????????????????????? ? ?? Job
description 4.???????????????? ?
??????????????????????? 5.????????????????????????
(Job characteristic) ???? ? ??????????????? 6.???
?????????????????????? ? ?????????????????????????
????? ??????? (Employee contributions) 7.?????????
?????????????????????????????????????????????? ?
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??????????????????????????????????????????????????
??????????? (HRM)
JOB ????????????????????????????????????????????
??
POSITION ???????????????????????????????????????
????????????? ??????????????????????
JOB FAMILY ?????????????????????????????????????
???
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????????????????????????????????????????

• ??????????????? (Recruitment)

Job specification ???????????????????? ?????
???????????????????????????????????????????????

• ?????????????????? (Selection)

Job description ???????????????????????
???????????????????????????????????????
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• ????????????????????????? (Training and
  Development)

• ????????????????????????? (Performance Appraisal)

• ??????????????????(Compensation Management)

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Job Analysis
?????????????????????????????????????????
????????????????????????? ????????????????????????
???????
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JOB ANALYSIS AND THE LAW
??????????????????????????????????????????????????
????????????????? EEO ????????????????????????????
????????????????????????????????????????????????
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Gathering Job Information

• ??????????? (Interview)

• ??????????????? (Questionnaires)

• ????????? (Observation)

• ??????????? (Diaries)

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Controlling the Accuracy of Job Information (
????????????????????????????????????? )
The Job Analysts Responsibilities (
??????????????????????????????? )
The DOT and Job Analysis
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Approaches to Job Analysis (?????????????????????)
Functional Job Analysis (FJA) ????????????????????
????????????? ????????????????????????????????????
?????????? ? ?????????????????????????????????????
??????????????????????????????????????????????????
???????????????????????????? 3 ???? ???
?????? ????????????
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Approaches to Job Analysis (?????????????????????)
Position Analysis Questionnaire System (PAQ)
???????????????????????????????????????????
??????????????????????????????? 194 ???
??????????????????? ????????????????????????
5 ????? (scale) ????????????????????????????????
???????????????????????????????????????
??????????????????????? ?
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Approaches to Job Analysis (?????????????????????)
The Critical Incident Method ?????????????????????
??????????????????????????????????????????????????
??????? ??????????????????????????????????????????
??????????????????????????????????????????????????
?????????????????????????????? ???????????????????
???????????????????????????????????????????????? ?
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Approaches to Job Analysis (?????????????????????)
Computerized Job Analysis ????????????????????????
?????? ????????????????????????????????????
???????????????????????????????????????? solfware
????????????????????????????????? ???????? Job
description ??? Job specification
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Job Analysis in a Changing Environment
??????????????? ????????????????????????????????
????
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• JOB DESCRIPTION
• Task
• Dutias
• Responsibilitirs

• SOURCES OF DATA
• Job analyst
• Employee
• Supervisor

• JOB DATA
• Tasks
• Performance standards
• Responsibilitirs
• Knowledge required
• Skills required
• Experience needed
• Job Context
• Duties
• Equipment used

• Human Resources Functions
• Recruitment
• Trainng and development
• Performance appraisal
• Compensation management

• METHODS OF COLLECTING DATA
• Interview
• Questionnaires
• Observations
• Records
• DOT

• JOB SPECIFICATION
• Skill requirements
• Physical demands
• Knowledge requirements
• Abilities needs

The Process of Job Analysis
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JOB DESCRIPTIONS
??????????????????????????????????????
??????????????
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??????????? Job descriptions ?????????? ??????????
??????????????????????????????????????????????????
????????????????????????
??????????? Job descriptions ?????????? ??????????
??????????????????????????????????????????????????
???????????????????? ???????????????????????????
???????
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????????????? Job description

• Job Title

• Job Identification Section

• Job Duties or Essential Section

• Job Specifications Section

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???????????????? Job description

• ??????????????????????? ?????????????????????????
  ?????????????????

• ?????????????????????????????????????????????????
  ?????????????????????????????????

• ?????????????????????? ??????????????????????????
  ??????????????????????

• ?????????????????????????????????????
  ????????????? ?????????????????????????????????

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Job Design (????????????)
??????????????????????????????????????????????????
??? ??????????????????????????????????????????????
?????????????????????????????????????????????????
????????????
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??????????????????????????????????????????????????
??
?????????? ?????????????? ???????????????????????
????????????????????????? ???????????
????????????????? Ergonomic ??????????????????????
????????????????????
THE JOB
?????????????????????????????????????
???????????????????????????????
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Job Enrichment ???? Vertical expansion
??????????????????????????????????????????????????
??????? ???????????????????????????????????????
?????????????????????????????
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Job enrichment ????????????????? 5 ??????
????????????????? ??????
1. Achievement (??????????????????)
2. Recognition (????????????)
3. Growth (?????????????????)
4. Responsibility (?????????????)
5. ??????????????????????????????????????? ?
?????????
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Job Characteristic Model
??????????????????????????????????????????????????
???????? ?????? ??????????????????????????????????
????????????????????????? ???????????????????????
?????????????
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???????? 5 ??? Job Characteristic Model
1. Skill variety (??????????????????) 2. Task
Identity (???????????????????????) 3. Task
Significance (???????????????) 4. Autonomy
(?????????????) 5. Feedback (?????????????????????
?)
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Employee Empowerment

• Participation (??????????)

• Innovation (?????????????????)

• Access to information (????????????????)

• Accountability (?????????????)

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Industrial Engineering Considerations
Ergonomic Considerations
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?????????????????????? Group Contribution
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Employee Involvement Group (EIS)
Employee Terms

• Cross-Functional Teams
• Project Teams
• Self-Directed Teams
• Task Force Teams
• Process-Improvement Teams

Virtual Teams
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?????????????????????
??????????????????????????????????????????????????
???????
???????????????
????????????????????????????????????????????
?????????????????????????????????????????
??????????????????????????????????
?????????????
??????????????????????????????????
???????????????????????????
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Adjustment in Work Schedules

• The Compressed Workweek (??????????????)

• Flextime (?????????????????)

• Job sharing (???????????????)

• Telecommuting

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• Key Term

Critical incident method ???????
??????????????????????????????????????????????????
?????????????????? ???? ??????????????????????????
??????????????????????????????????????????
Employee empowerment ?????????????????????????????
??????????????????????????????????????????????????
???????
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Employee involvement group (Eis)???????
??????????????????????????????????????????????????
??????????????????????????????????
Employee Team ????????????????????????????????????
??????????????????????????????????????????????????
??????????????????????????????????? ?????????????
??????????????????????????????????????????????????
??????????????????? ???? ??????????????????????
??????????????????????????? ??????????????????????
??????????
Ergonomics ???????????????????????????????????????
?????????????????????????? ???????????????????????
?????????????????????
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Flextime ??????? ?????????????????????????????????
??????????????? ??????????????????????????????????
? ??????????????????????????????????? ????????????
????????????
Functional Job analysis (FJA) ???????
???????????????? ????????????????
????????????????????????????????????????????????
??????????????????????????????????
????????????????????????????????? ?????? 3
??????? ?????? ?? ??????????
Industrial engineering ???????????????????????????
????? ????????????????????????????????????????????
?????
Job ??????????????????????????????????????????????
????????
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Job analysis ?????????????????????????????????????
??? ???????? ????????????????? ???????????????????
????????????
Job characteristics model ????????????????????????
? ????????????????????????????????????????????????
? ???????????????????? ??????????????
????????????????????????? ????????????????????????
???? ????????
Job description ?????????????????????????
?????????????? ???????????????????????????????????
?????????? ??????????????????????? ?????????????
Job design ??????? ????????????
????????????????????????????????? ????????????
??????????????????????????????????????????????????
???????? ????????????????????????????????????????
??????????????
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Job enrichment ??????? ??????????????????????????
?????? ?????????????????????????????
????????????????????????????????? ????????????
Job family ???????????????????????????????????????
????????????
Job specification ??????? ???????????????????
?????????? ???????? ??????????????????????????????
???????
Position ?????????????????????????????????????????
?????????????????? ???????????????????????
Position analysis questionnaire(PAQ)
??????????? ??????????????????????????????????????
? ???????????????????????????? 194???????????????
??????? ??????????????????????????? 5 ?????
????? ????????????????????????????????????????????
??????????????????????????? ??????????????
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Telecommuting ???????????????????????????????
???? ????????????????????????????????????
??????????????????????????? ??????????????????????
Virtual Team ??????? ?????????????????????????????
?????? ???????????????????????????????????????????
????????????????????
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Discussion Questions
1. Place yourself in the position of general
manage of a service department. How might
formally written job requirements help you manage
your work unit?
2. Discuss the various methods by which job
analysis can be completed. Compare and
contrast these methods, nothing the pros or cons
of each.
3. Working with a group of three or four
students, collect at least five different
job descriptions from organizations in your area.
Compare the descriptions, highlighting
similarities and differences.
4. Explain how industrial engineering and
ergonomics can both clash with and complement
each other in the design of jobs.
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Discussion Questions
5. The job characteristics model has five
components that serve to enhance employee
jobs--skill variety, task identity, task
significance, autonomy, and feedback. Give an
example illustrating how each component can be
used to improve the organization and the job of
the employee. (Suggestion Consider your present
or a recent job to answer this question. )
6. Figure 3.7 shows the different forms of
employee teams. Provide an example of
where each type of team can be used. How do teams
create synergy?
7. As a small business employer, explain how
nontraditional work schedules might make it
easier for you to recruit employees
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CASE 1 JOB DESIGNS, SATURN STYLE
1. What arguments could be advanced both for and
against the use of employee involvement teams?
2. At Saturn, since teams member are responsible
for hiring decisions, what job specifications
would be important for the hiring of employees?
3. How might a manage at a traditional
auto-assembly plant react to Saturns use of
teams?
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CASE 2 Exactly Where Do You Work ? ATTs
Shared Office
1. Is the alternative workplace like that used at
GS for everyone? Explain.
2. Does an alternative workplace undermine
teamwork and organizational cohesion? Explain.
3. If you were a manager hiring employees to work
in an alternative workplace, what skills and
abilities might those individuals need to possess?