Chapter

Job Analysis, Employee

Involvement, and
Flexible Work Schedules

Managing Human Resources

PowerPoint Presentation by Monica Belcourt, York University
and Charlie Cook, The University of West Alabama
 Learning Outcomes

After studying this chapter, you should be able to:

1. Discuss the relationship between job requirements and
the performance of HRM functions.
2. Indicate the methods by which job analysis typically is
completed.
3. Identify and explain the various sections of job
descriptions.
4. Provide examples illustrating the various factors that
must be taken into account in designing a job.
5. Discuss the various job characteristics that motivate
employees.

Copyright 2011 by Nelson Education Ltd. 42

 Learning Outcomes (contd)

6. Describe the different group techniques used to

maximize employee contributions.
7. Differentiate and explain the different adjustments in
work schedules.

Copyright 2011 by Nelson Education Ltd. 43

 What is a Job?
Job

Position Job

Job Family
Job Job Job

Copyright 2011 by Nelson Education Ltd. 44

 Job Requirements

Job Specification

Job Description

Copyright 2011 by Nelson Education Ltd. 45

 Relationship of Job Requirements to Other HRM
Functions

Job Requirements

Recruitment Determine recruitment qualifications

Provide job duties and job specifications for

Selection selection process

Performance Provide performance criteria for evaluating

Appraisal employees

Training and Determine training needs and develop

Development instructional programs

Compensation Provide basis for determining employees

Management rate of pay

Copyright 2011 by Nelson Education Ltd. 46

 Job Analysis
Job Analysis

The process of obtaining information about jobs by determining

what the duties, tasks, or activities of jobs are.

Copyright 2011 by Nelson Education Ltd. 47

 Figure 41 The Process of Job Analysis

Copyright 2011 by Nelson Education Ltd. 2010 by Nelson Education Ltd. 48

 Performing Job Analysis
1. Select jobs to study
2. Determine information to collect: Tasks, responsibilities, skill
requirements
3. Identify sources of data: Employees, supervisors/managers
4. Methods of data collection: Interviews, questionnaires,
observation, diaries and records
5. Evaluate and verify data collection: Other employees,
supervisors/managers
6. Write job analysis report

Copyright 2011 by Nelson Education Ltd. 49

 Gathering Job Information

Interviews
Questionnaires
Observation
Diaries

Copyright 2011 by Nelson Education Ltd. 410

 Controlling the Accuracy of Job Information

Factors influencing the accuracy of job information

Copyright 2011 by Nelson Education Ltd. 411

 National Occupational Classification

The purpose is to compile, analyze and communicate

information about occupations.

The NOC is a composite of the Canadian labour force.

Copyright 2011 by Nelson Education Ltd. 412

Copyright 2011 by Nelson Education Ltd. 413
 Approaches to Job Analysis

Position Analysis Questionnaire (PAQ)

A questionnaire covering 194 different tasks that, by means of a

five-point scale, seeks to determine the degree to which different
tasks are involved in performing a particular job

Copyright 2011 by Nelson Education Ltd. 414

 Figure 42 A Sample Page from the PAQ

Source: Position Analysis Questionnaire, copyright 1969, 1989 by Purdue

Research Foundation, West Lafayette, Ind. 47907. Reprinted with permission.
Copyright 2011 by Nelson Education Ltd. 415
 Approaches to Job Analysis (Contd)

Critical Analysis Method

Competency-Based Analysis

Copyright 2011 by Nelson Education Ltd. 416

 Approaches to Job Analysis (contd)

Task Inventory Analysis

HRIS and Job Analysis

Copyright 2011 by Nelson Education Ltd. 417

 Preparing the Job Description

Interview
Supervisor
Questionnaire

Job Securing Final

Analyst consensus Draft
Interview
Questionnaire Employees
Observation

Combine and Tentative

reconcile data draft

Copyright 2011 by Nelson Education Ltd. 418

 Key Elements of a Job Description
Job Title

Job Identification

Essential Functions (Job Duties)

Job Specifications

Copyright 2011 by Nelson Education Ltd. 419

 Job Descriptions

Job Title

Copyright 2011 by Nelson Education Ltd. 420

 Job Descriptions (contd)

Job Identification Section

Copyright 2011 by Nelson Education Ltd. 421

 Job Descriptions (contd)
Job Duties or Essential Functions, Section

Copyright 2011 by Nelson Education Ltd. 422

 Job Descriptions (contd)

Job Duties, or Essential Functions, Section

Statements of job duties that:

Copyright 2011 by Nelson Education Ltd. 423

 Job Descriptions (contd)

Job Specifications Section

Copyright 2011 by Nelson Education Ltd. 424

 Problems with Job Descriptions include:

Copyright 2011 by Nelson Education Ltd. 425

 Writing Clear and Specific Job Descriptions

Create statements that:

Copyright 2011 by Nelson Education Ltd. 426

 Determining Job Requirements
Nature of: Basis for:
Job Analysis
What employee does?
Why employee does it? Determining job requirements
How employee does it?

Job Description
Summary statement of the job Employee orientation
List of essential functions of the Employee instruction
job Disciplinary action

Job Specification
Personal qualifications required Recruitment
in terms of skills, education and Selection
experience Development

Copyright 2011 by Nelson Education Ltd. 427

 Job Design
Job Design

Job Enrichment (Herzberg)

Copyright 2011 by Nelson Education Ltd. 428

 Job Enrichment Factors include:

Copyright 2011 by Nelson Education Ltd. 429

 Job Characteristics
Job Characteristics Model
(Hackman and Oldham)

Copyright 2011 by Nelson Education Ltd. 430

 Job Characteristics (contd)
1. Skill variety
2. Task identity
3. Task significance
4. Autonomy
5. Feedback

Copyright 2011 by Nelson Education Ltd. 431

 Employee Empowerment

Employee Empowerment
Granting employees power to initiate change, thereby
encouraging them to take charge of what they do.
Organizational conditions favouring empowerment:

Copyright 2011 by Nelson Education Ltd. 432

 Industrial Engineering Considerations

Industrial Engineering

Ergonomics

Copyright 2011 by Nelson Education Ltd. 433

 Designing Work for Group/Team Contributions
Employee Involvement Groups (EIs)
Groups of employees who meet to resolve problems or offer
suggestions for organizational improvement.
Success with EIs requires:

Copyright 2011 by Nelson Education Ltd. 434

 Employee Teams

Employee Teams
An employee contributions technique whereby:

Copyright 2011 by Nelson Education Ltd. 435

 Flexible Work Schedules

Compressed Workweek

Copyright 2011 by Nelson Education Ltd. 436

 Flexible Work Schedules

Benefits Disadvantages

Copyright 2011 by Nelson Education Ltd. 437

 Flexible Work Schedules

Flextime

Copyright 2011 by Nelson Education Ltd. 438

 Flexible Work Schedules

Job Sharing

Telecommuting

Copyright 2011 by Nelson Education Ltd. 439

 Advantages of Telecommuting include:

Copyright 2011 by Nelson Education Ltd. 440

 Keys for Successful Telecommuting include:

Copyright 2011 by Nelson Education Ltd. 441