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Chapter 7

Chapter 7. Job Analysis and Job Design. Objectives. Distinguish between job analyses, job descriptions, and job specifications Discuss the relationship of job requirements to other HRM functions Enumerate the steps involved in a job analysis and SHRM

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Chapter 7

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  1. Chapter 7 Job Analysis and Job Design

  2. Objectives • Distinguish between job analyses, job descriptions, and job specifications • Discuss the relationship of job requirements to other HRM functions • Enumerate the steps involved in a job analysis and SHRM • Address the relationship between job analyses and SHRM • Understand the changing nature of jobs and how jobs are being redesigned to enhance productivity

  3. Important Terms to Consider • Job • defined • Position • defined • Job analysis • defined • Job description • defined • Job specification • defined

  4. The Job Analysis Process • Steps • Determine the purpose of the job analysis • Identify the jobs to be analyzed • Explain the process to employees and determine their level of involvement • Collect the job analysis information • Organize the job analysis information into a form that will be useful to employees and management • Review and update the job analysis information frequently

  5. Data Collection Methods • Which method is best varies based on the organization's needs and goals • Examples of data collection methods: • Observations • Interviews • Structured questionnaires and checklists • Perform the job • Diary method • Technical conference method • Competency model technique • Occupational Information network

  6. Legal Considerations • Court cases that have impacted job analyses and HRM • Griggs v. Duke Power • Precedent set • Albermarle v. Moody • Precedent set • Rowe v. General Motors • Precedent set • U.S. v City of Chicago • Precedent set

  7. Legislative Concerns • Fair Labor Standards Act • purpose • Equal Pay Act • purpose • Civil Rights Act • purpose • Occupational Safety and Health Act • purpose

  8. The Changing Environment • How do we deal with a hyperturbulent healthcare environment? • Adopt a future oriented approach to job analysis • Use a competency based approach to job analysis • Conduct generic job analyses

  9. Managerial Challenges and Strategies to Overcome Them

  10. Other Issues to Consider • Job design • Defined • Specialization • Implications • Job enlargement • Defined • Horizontal vs. vertical expansion • Multiskilled health practitioner • defined

  11. Redesign Methods • Work-Group redesign • Purpose • Types • See p. 181 in the text for 6 types of teams • Work-schedule redesign • Purpose • Examples • Compressed workweek • Flextime • Job sharing • Telecommuting • Contingent workers

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