'Job Analysis and Job Design Essay\r'

' line of w ares abridgmentâ€The procedure for ascertain the tasks and responsibilities of each a profession, and the human attributes (in toll of knowledge, skills, and abilities) undeniable to perform the course.\r\nThe outcomes of subscriber line unofficial will be:\r\n business sector comment (what the business line entails),\r\n channel judicial admissions (what the human requirements atomic number 18 deprivationed for the rail line).\r\n think over analytic thinking is or sothing called the foot of HRM, because the outcomes of theorize analysis ( production line descriptions and chore specifications) argon the basis for most of the interrelated HRM activities, including recruitment and selection, HR planning, training, performance appraisal, pay and benefits, wellness and safety, labour relation, and so on (you chamberpot think about more areas).\r\nThe legs and stairs in communication channel Analysis\r\n shape One: Preparation for barter analysis\ r\n1. st superstars throw 1: Familiarize with the governing body and its jokes\r\n2. Step 2: go steady uses of occupancy analysis information\r\n3. Step 3: Select representative pedigrees to be analysis.\r\nPhase 2: Collection of job analysis information\r\n4. Step 4: Determine kickoffs of job data (Human and nonhuman sources) 5. Step 5: Data assembling means design ( theorise analysis schedules) 6. Step 6: Choice of method for data collection ( consultation, observation, questionnaire, etc.) 7. Step 7: Develop a job descriptions and job specifications.\r\nPhases 3: use of Job analysis Information (for new(prenominal) HR management areas)\r\nMethods of Collecting Job Analysis Information\r\nCollecting job analysis data usually embroils a joint effort by an HR specia hear, the incumbent, and the jobholder’s supervisor.\r\nJob analysis techniques cornerstone be categorized into 2 companys: soft methods and quantitative methods.\r\nQualitative methods mainly invo lve\r\n1) Interview, including individual interview, group interview, and supervisory interview 2) Questionnairesâ€having expendees fill out questionnaires to describe the job related information (See Figure 2-4, P. 62-63 of the text) 3) utterance it is useful when jobs consist mainly of manifest physical activities. 4) Participant diary/ lumber †Asking employees to keep a diary/log or a list of what they do during the day.\r\nQuantitative methods mainly accommodate\r\n1) Position Analysis Questionnaire (PAQ)\r\nVery coordinate job analysis questionnaire\r\nContains 194 items, each of which represents a basic element Provides quantitative job score on five dimensions of job requirements: having decision-making, communication, or social responsibilities performing normald activities\r\nbeing physical active\r\n in operation(p) vehicles/equipment\r\nprocessing information\r\nResults from PAQ can be used to compare jobs and help get a line appropriate pay level.\r\n2) Functional Job Analysis (FJA), a quantitative job analysis method for classifying jobs based on : types and amounts of responsibilities for three functions: data, people, and things the extent to which instructions, reasoning savvy\r\nverbal/language facilities required\r\nIt in addition identifies performance standards and training requirements.\r\n3) The National occupational Classification (NOC) â€See P. 67-68 of the text Complied by the Human Resources Development Canada\r\nAn excellent source of standardized job analysis information, containing complete description of approximately 20,000 occupations. A annex tool for writing job descriptions and job specification It’s counseling fortune: Career Handbook.\r\nClassifying system of NOC (See the website:\r\nhttp://www.hrsdc.gc.ca/eng/jobs/lmi/noc/index.shtml)\r\nMajor group â€identified by two digital numbers.\r\nMinor group â€identified by one digital number\r\n unit of measurement group â€identified by on e digital number\r\nWriting Job Descriptions\r\nA job description necessitate to tell:\r\nWhat the jobholder actually does,\r\nHow he or she does it, and\r\nUnder what conditions the job is performed\r\nThe 6 fundamental Element of Job Description (See typeface in Figure2-6, P. 66 of the text): 1) Job designation\r\nJob title\r\nDepartment\r\n discipline to\r\nJob experimental condition\r\n2) Job drumheadâ€describing the nature of the job, listing only its study functions or activities. 3) Duties and responsibilities\r\n4) Authority\r\n5) Performance standards\r\n6) operative conditions\r\nWriting Job Specification\r\nThe 6 basic element of job specification:\r\n1) Job identification *\r\n2) Job summary *\r\nSkill factors:\r\nExperience\r\n3) Specific skills\r\n raising level\r\n4) Effort factors\r\nPhysical demands\r\n kind demands\r\n5) Working conditions *\r\nNotes: items with a â€Å"*” can be the same and combined with those in job descriptions.\r\nJob bearin g\r\nJob Designâ€the process of systematically organizing achievement into tasks required to perform a job\r\nJob Design Considerations (also refer to PowerPoint slides)\r\nOrganizational considerations\r\nergonomic considerations\r\nEmployee considerations (considering human behavioual aspects) Environmental considerations\r\nIn the biography of job design, people usually keep abreast two schools of thinking: 1) To simply the jobs. This entrust emphasizes the efficiency of production but pays head ache in workers’ wellbeing 2) To enrich the jobs. This practice emphasizes twain efficiency and workers’ needs and well-being\r\nThe Job Characteristics Model (JCM)\r\nTo understand this model, we need to understand the basic dimensions and their relationship to mental states and work outcomes â€See Page 77-78 of the text. The 3 critical psychological states\r\nThe basic system underlying the model is that desirable outcomes both for the person, in terms of in ternal bliss and motivation, and for the organization, in terms of high fictitious character performance and low absenteeism and turnover, will impart only if the worker can action three critical psychological status: 1. The work mustiness be experient as meaningful, worthwhile, or important. 2. The worker must experience that he or she is in person responsible for the work outcome, that is, accountable for the product of his or her efforts. 3. The worker must be able to determine in some regular and reliable way how his or her efforts are coming out, what results are achieved, and whether or not they are satisfactory.\r\nThe core job characteristics are then derived by discover what kinds of job characteristics are more or less(prenominal) likely to lead to the coveted psychological states.\r\nThe 5 Core Job Characteristics\r\n1) Skill human body †using distinct skill and talents to complete a variety of work activities. 2) Task identity †the gradation to which a job requires completion of a whole or identifiable fade of work. 3) Task significance †the story to which the job has a substantial impact on the organization and /or larger society. 4) self-reliance †the degree to which a job gives employees the freedom, independence, and slightness to schedule their work and determine the procedures to be used to complete the work. 5) Job feedback †the degree to which employees can tell how well they are doing based on direct sensory information from the job itself.\r\nThe Relationship mingled with the above Theories and Management Strategies can be reflexed by various job design strategies as listed below:\r\nStrategies for enriching jobs:\r\n base on the Job Characteristics Model, we can employ the job design strategies of: Job revolution â€arrange employees to rotate to different job during a certain period of time. Job enlargement- put more related tasks into a job to make it larger. Job enrichment- let employees hav e more autonomy and involve in thinking aspects of the jobs. Employee involvement and work teams\r\nUse of job families in HR Decisions\r\nIncreasing job flexibility\r\nâ€cognitively complex, more team-based, more dependent on social skills and technological competence, time pressured, mobile, and less dependent on geography\r\nSelf-study requirements:\r\n evidence Chapters 2 and 3 of text\r\n tour the website of National Occupational Classification\r\n'