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Job Analysis & Job Design

Paul L. Schumann, Ph.D.


2011 by Paul L. Schumann. All rights reserved.

Work-Flow Analysis

Work Output
What is the work output of a work unit? What are the work standards?

Work Processes & Activities


What tasks are necessary?

Work Inputs
What raw materials, equipment, and human KSAOs are needed?
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Organization Structure

Dimensions of Structure
Degree of Centralization

Centralized Decentralized Departments based on functional similarity Departments based on work-flow similarity

Method of Departmentalization

Organization Structure

Structural Configurations
Functional Structure

High centralization Departments based on business functions Low centralization Departments based on work-flow

Divisional Structure

Job Analysis

Job Descriptions
Tasks, duties, and responsibilities (TDRs)

Job Specifications
Qualifications

Knowledge, skills, abilities, and other characteristics (KSAOs)

Might combine job description & job spec into one document for each job
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Job Analysis

Some examples of job descriptions


Restaurant Manager

http://krypton.mnsu.edu/~schumann/www/teach/sample_job_descrip.pdf

Store Manager

http://corporate.burlingtoncoatfactory.com/employment/job_storemgr.shtml

Job Analysis

Format of each task statement


First word or phrase: What action is being performed?

Present-tense verb: Supervise

Next word or phrase: To whom or what is the action performed?

Object of verb: operation of bar

Last phrase: Additional information

to maximize profitability, minimize legal liability, and conform to alcoholic beverage regulations
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Job Analysis

Uses of Job Analysis


Job redesign Selection Training and development Performance appraisal Pay

Job Analysis

Sources of information
Job incumbents Supervisors Other sources

Job Analysis

Methods
Position Analysis Questionnaire (PAQ) O*Net: http://www.onetonline.org/ Others

Do it yourself Other standardized questionnaires


Professional & Managerial Position Questionnaire (PMPQ) Others

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Job Design & Job Redesign

Mechanistic approach
Task specialization Skill simplification Repetition

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Job Design & Job Redesign

Motivational approach
Job Characteristics Model (Hackman & Oldham)

Job characteristics: (1) Skill variety, (2) Task identity, (3) Task significance, (4) Autonomy, & (5) Feedback Implementation
Job enlargement Job enrichment Self-managing teams
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Job Design & Job Redesign

Biological approach
Ergonomics

Redesign equipment to better fit the human body Redesign work and work processes

Perceptual-motor approach
Redesign jobs to better fit human cognitive capabilities
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