4-1McGraw-Hill/Irwin Copyright © 2009 by The McGraw-Hill Companies, Inc. All Rights Reserved.

fundamentals of

Human Resource Management 4th editionby R.A. Noe, J.R. Hollenbeck, B. Gerhart, and P.M. Wright

CHAPTER 4

Analyzing Work and Designing Jobs

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Figure 4.1:Developing a Work Flow Analysis

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Job AnalysisThe process of getting detailed information about jobs.

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Job Specifications

• Job Specification: a list of the knowledge, skills, abilities, and other characteristics (KSAOs) that an individual must have to perform a particular job.– Knowledge: factual or procedural information necessary

for successfully performing a task.– Skill: an individual’s level of proficiency at performing a

particular task.– Ability: a more general enduring capability that an

individual possesses.– Other Characteristics: job-related licensing, certifications,

or personality traits.

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Sources of Job Information

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Position Analysis Questionnaire (PAQ)

What is it?• A standardized job

analysis questionnaire containing 194 questions about work behaviors, work conditions, and job characteristics that apply to a wide variety of jobs.

Key sections:1. Information input2. Mental processes3. Work output4. Relationships with other

persons5. Job context6. Other characteristics

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Fleishman Job Analysis System

What is it?• Job analysis technique

that asks subject-matter experts to evaluate a job in terms of the abilities required to perform the job.

Categories of abilities:• Written comprehension• Deductive reasoning• Manual dexterity• Stamina• Originality

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Importance of Job Analysis

• Job analysis is so important to HR managers that it has been called the building block of all HRM functions.

• Almost every HRM program requires some type of information determined by job analysis:

• Work redesign• Human resource

planning• Selection• Training• Performance appraisal• Career planning• Job evaluation

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Figure 4.5: Approaches to Job Design

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Designing Jobs That Motivate: Job Characteristics Model

1. Skill variety 2. Task identity 3. Task significance4. Autonomy5. Feedback

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Figure 4.6:Characteristics of a Motivating Job

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Designing Jobs That Motivate Job Enlargement

• Job Enrichment

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Figure 4.7: Alternatives to the 8-to-5 Job

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Designing Jobs That Meet Mental Capabilities and Limitations

• Work is designed to reduce the information- processing requirements of the job.

• Workers may be less likely to make mistakes or have accidents.

• Simpler jobs may be less motivating.• Technology tools may be distracting

employees from their primary task resulting in increased mistakes and accidents.

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Summary

• Work flow analysis identifies:– the amount and quality of a work unit’s outputs– the work processes required to produce these outputs– the inputs used to carry out the processes and produce the

outputs

• Within an organization, units and individuals must cooperate to create outputs, and the organization’s structure brings people together for this purpose.

• Job analysis is the process of getting detailed information about jobs.