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Job Analysis and Job Design
Organizations must ensure that their workforce is utilized efficiently, and that the right people are assigned to the right jobs. This involves a detailed understanding of job requirements and design. Job analysis and job design are critical processes in achieving this goal. In this mind map, we will explore the concepts of job analysis and job design.
Edited at 2022-10-24 09:46:41- Employee Compensation And Benefits Mind Map
A mind map of employee compensation and benefits can help employers understand how different aspects of their workplace compensation packages relate to one another. This type of mapping can provide insights into which particular benefits are best for motivating and retaining employees, ensuring compliance with laws and regulations, or creating an overall competitive edge within the marketplace. A mind map is a visual tool that indicates a relationship between the goals of the employer in providing employee benefits and potential solutions to reach these objectives. As you can see from this mind map, creating an employee benefit mind map can be extremely helpful in outlining and understanding the various compensation and benefits available to employees. This could include items such as paid leave, health insurance, retirement options, and other perks. Having a comprehensive picture of what is offered makes it easier for both employers and employees to understand their obligations and considerations when it comes to creating balanced policies for everyone’s benefit. With EdrawMind, you can create a similar mind map for your company.
- Performance Management Mind Map
A performance management mind map is a graphical representation of the process of performance management. It can provide an effective tool for visualizing important aspects of the process and making connections between them, allowing organizations to more effectively plan and track their performance. Performance management mind maps typically include things like goals, objectives, team members, and strategies, as well as activities such as goal setting, tracking progress, giving feedback, and assessing results. Mapping out these elements in a visually appealing way, it can help organizations to better understand their performance management needs. With the help of EdrawMind, you can easily create similar mind maps for your projects.
- Types of Selection Method Standards Mind Map
A selection method standards and types of selection methods mind map is a diagram showing the various standards for selecting candidates for a job and the different types of selection methods that can be used. It serves as a visual aid to help organizations make well-informed decisions when selecting candidates for a role. It can also be used to compare different selection methods, looking at the strengths and weaknesses of each in order to determine which method would be best suited for the needs of the organization. Use EdrawMind to create mind maps for your academic and professional requirements. With EdrawMind, you do not need technical expertise to create detailed mind maps.
Job Analysis and Job Design
- Employee Compensation And Benefits Mind Map
A mind map of employee compensation and benefits can help employers understand how different aspects of their workplace compensation packages relate to one another. This type of mapping can provide insights into which particular benefits are best for motivating and retaining employees, ensuring compliance with laws and regulations, or creating an overall competitive edge within the marketplace. A mind map is a visual tool that indicates a relationship between the goals of the employer in providing employee benefits and potential solutions to reach these objectives. As you can see from this mind map, creating an employee benefit mind map can be extremely helpful in outlining and understanding the various compensation and benefits available to employees. This could include items such as paid leave, health insurance, retirement options, and other perks. Having a comprehensive picture of what is offered makes it easier for both employers and employees to understand their obligations and considerations when it comes to creating balanced policies for everyone’s benefit. With EdrawMind, you can create a similar mind map for your company.
- Performance Management Mind Map
A performance management mind map is a graphical representation of the process of performance management. It can provide an effective tool for visualizing important aspects of the process and making connections between them, allowing organizations to more effectively plan and track their performance. Performance management mind maps typically include things like goals, objectives, team members, and strategies, as well as activities such as goal setting, tracking progress, giving feedback, and assessing results. Mapping out these elements in a visually appealing way, it can help organizations to better understand their performance management needs. With the help of EdrawMind, you can easily create similar mind maps for your projects.
- Types of Selection Method Standards Mind Map
A selection method standards and types of selection methods mind map is a diagram showing the various standards for selecting candidates for a job and the different types of selection methods that can be used. It serves as a visual aid to help organizations make well-informed decisions when selecting candidates for a role. It can also be used to compare different selection methods, looking at the strengths and weaknesses of each in order to determine which method would be best suited for the needs of the organization. Use EdrawMind to create mind maps for your academic and professional requirements. With EdrawMind, you do not need technical expertise to create detailed mind maps.
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- Outline
Analyzing Work & Designing Jobs
Introduction
Strategy formulation is the process by which a company decides how it will compete in the marketplace. Strategy implementation is the way the strategic plan gets carried out in activities of organizational members.
The organization needs to create a fit between its environment, competitive strategy, and philosophy on the one hand, with its jobs and organizational design on the other.
Job analysis has focused on analyzing existing jobs to gather information for other human resource management practices such as selection, training, performance appraisal, and compensation.Job design has focused on redesigning existing jobs to make them more efficient or more motivating to jobholders. Thus job design has had a more proactive orientation toward changing the job, whereas job analysis has had a passive, information-gathering orientation.
Work-Flow Analysis & Organization Structure
Overall
- Work-flow design = process of analyzing the tasks necessary for the production of a product or service, prior to allocating and assigning these tasks to a particular job category or person. - Organization structure = relatively stable and formal network of vertical and horizontal interconnections among jobs that constitute the organization. - Both work-flow design and organization structure can be leveraged to gain competitive advantage for the firm, but how one does this depends on the firm’s strategy and its competitive environment.
Work-Flow Analysis
Analyzing work outputs
An output is the product of a work unit and is often an identifiable thing. An output can also be a service. Once the outputs have been identified, it is necessary to specify standards for the quantity or quality of these outputs.
Analyzing work processes
The work processes are the activities that members of a work unit engage in to produce a given output. Every process consists of operating procedures that specify how things should be done at each stage of the development of the product. For teams to be effective, it is essential that the level of task interdependence (how much they have to cooperate) matches the level of outcome interdependence (how much they share the reward for task accomplishment).
Analyzing work inputs
Inputs can be broken down into:- Raw materials = materials that will be converted into the work unit’s product. - Equipment = technology and machinery necessary to transform the raw materials into the product. - Human skills = workers available to the company.
Organization Structure
Dimensions Structure
Centralization = degree to which decision-making authority resides at the top of the organizational chart. The authority is decentralized when decision-making is distributed throughout lower levels.Departmentalization = degree to which work units are grouped based on functional similarity or similarity of work flow.
Structural Configurations
Functional structure
A functional structure employs a functional departmentalization scheme with relatively high levels of centralization. High levels of centralization tend to go naturally with functional departmentalization because individual units in the structures are so specialized that members of the unit may have a weak conceptualization of the overall organization mission.
Functional structures are most appropriate in stable, predictable environments, where demand for resources can be well anticipated and coordination requirements between jobs can be refined and standardized over consistent repetitions of activity. This type of structure also supports organizations that compete on cost, because efficiency is central to make this strategy work.
Divisional structure
Divisional departmentalization scheme with relatively low levels of centralization. Three types of divisional structure: the organization can be divisionally organized around:- Different products;- Geographic regions;- Different clients.Divisional structures tend to be more flexible and innovative.
Divisional structures are most appropriate in unstable, unpredictable environments, where it is difficult to anticipate demands for resources, and coordination requirements between jobs are not consistent over time. This type of structure also supports organizations that compete on differentiation or innovation, because flexible responsiveness is central to making this strategy work.
Structure and the Nature of Jobs
The nature of structure has implications for relationships. - In centralized and functional structures people tend to think of fairness in terms or rules and procedures. - In decentralized and divisional structures, they tend to think of fairness in terms of outcomes and how they are treated interpersonally.
Business Process Reengineering
1. Identify a business process to be redesigned.
2. Measure the performance of the existing processes.
3. Identify opportunities to improve these processes.
4. Redesign and implement a new way of doing the work.
5. Assign ownership of sets of formerly separate tasks to an individual or a team who use computers to support the new arrangement.
Job Analysis
Job analysis = the process of getting detailed information about jobs.
The Importance of Jobs Analysis
Every human resource management program requires some type of information that is gleaned from job analysis: work redesign; human resource planning; selection; training and development; performance appraisal; job evaluation; career planning.
The Importance of Jobs Analysis to Line Managers
- Managers must have detailed information about all the jobs in their work group to understand the work-flow process.- Managers need to understand the job requirements to make intelligent hiring decisions.- A manager is responsible for ensuring that each individual is performing satisfactorily
Job Analysis Information
Nature of Information
- Job description = a list of the tasks, duties, and responsibilities (TDR) that a job entails. (TDRs are observable actions) - Job specification = a list of the knowledge, skills, abilities, and other characteristics (KSAOs) that an individual must have to perform a job. - KSAOs are not directly observable; they are observable only when individuals are carrying out the TDRs of the job:+ Knowledge = factual or procedural information that is necessary for successfully performing a task. + Skill = individual’s level of proficiency at performing a particular task.+ Ability = a more general enduring capability that an individual possesses. + Other characteristics = personality traits.
Sources of Jobs Analysis Information
Although job incumbents and supervisors are the most obvious and frequently used sources of job analysis information, other sources, such as customers, can be helpful, particularly for service jobs.
Job Analysis Methods
Two methods for analyzing jobs:- Position analysis questionnaire (PAQ)- Occupational Information Network (O*NET)
Dynamic Elements of Jobs Analysis
In addition to statically defining the job, the job analysis process must also detect changes in the nature of jobs.
Job Design
Job design = the process of defining the way work will be performed and the tasks that will be required in a given job. Job redesign = the process of changing the tasks or the way work is performed in an existing job.
Mechanistic approach
Motivational approach
Biological approach
Perceptual-motor approach