1. Copyright © 2003 by The McGraw-Hill Companies, Inc. All rights reserved.

2. Developing a Work-Flow Analysis 4-2 Irwin/McGraw-Hill Inputs - material - information Equipment - facilities - systems People - knowledge - skills - abilities ACTIVITY what tasks are required ? OUTPUT - product/service - how measured?

3. Copyright © 2003 by The McGraw-Hill Companies, Inc. All rights reserved. Organizational Structure 4-3 Irwin/McGraw-Hill Provides a cross-sectional overview of the static relationships between individuals and units that create the outputs. Typically, displayed via organizational chart.

4. Copyright © 2003 by The McGraw-Hill Companies, Inc. All rights reserved. Dimensions of Structure Centralization Departmentalization 4-4 Irwin/McGraw-Hill Decision making authority at the top of the organizational chart. The degree to which work units are grouped based upon functional similarity or similarity of workflow.

5. Copyright © 2003 by The McGraw-Hill Companies, Inc. All rights reserved. Structural Configurations Two common configurations of organizational structure are: Functional Divisional Products Geography Clients 4-5 Irwin/McGraw-Hill

6. Copyright © 2003 by The McGraw-Hill Companies, Inc. All rights reserved. The Importance of Job Analysis to HR Managers 4-6 Irwin/McGraw-Hill Job Analysis Performance Appraisal Selection Training and Development Job Evaluation Career Planning Work Redesign HR Planning Recruitment

7. Copyright © 2003 by The McGraw-Hill Companies, Inc. All rights reserved. The Importance of Job Analysis to Line Managers 4-7 Irwin/McGraw-Hill Job Analysis Information Understand work-flow

8. Copyright © 2003 by The McGraw-Hill Companies, Inc. All rights reserved. The Importance of Job Analysis to Line Managers 4-8 Irwin/McGraw-Hill Job Analysis Information Understand work-flow Make correct hiring decisions Make correct hiring decisions

9. Copyright © 2003 by The McGraw-Hill Companies, Inc. All rights reserved. The Importance of Job Analysis to Line Managers 4-9 Irwin/McGraw-Hill Job Analysis Information Understand work-flow Make correct hiring decisions Make correct hiring decisions Evaluate performance

10. Copyright © 2003 by The McGraw-Hill Companies, Inc. All rights reserved. Nature of Information Job Description- a list of tasks, duties, and responsibilities (TDR’s) Job Specification- a list of knowledge, skills, abilities, and other characteristics (KSAO’s) 4-10 Irwin/McGraw-Hill

11. Copyright © 2003 by The McGraw-Hill Companies, Inc. All rights reserved. Sample Job Description 4-11 Irwin/McGraw-Hill Title: Maintenance Mechanic General Description of Job Duties: General maintenance and repair of all equipment used in a particular district. 1. Essential Duty (40%) : Maintenance of Equipment Tasks: Keep a log of all maintenance performed on equipment. Replace parts and fluids according to maintenance schedule. - - 2. Essential Duty (40%): Repair of Equipment Tasks: Requires inspection of equipment and a recommendation that a piece be scrapped or repaired. If equipment is repaired - -

12. Copyright © 2003 by The McGraw-Hill Companies, Inc. All rights reserved. Sample Job Description 3. Essential Duty (10%): Testing and Approval Tasks: Ensure that all required maintenance and repair has been done according to manufacturer specs. - - 4. Essential Duty(10%): Maintain Stock Tasks: Maintain inventory of parts needed for maintenance and re-pair of equipment. Responsible for ordering parts at lowest cost. - - Nonessential Functions: Other duties as assigned. 4-12

13. Copyright © 2003 by The McGraw-Hill Companies, Inc. All rights reserved. Job Analysis Methods 4-13 Irwin/McGraw-Hill Position Analysis Questionnaire (PAQ) Task Analysis Inventory Fleishman Job Analysis System (FJAS)

14. Copyright © 2003 by The McGraw-Hill Companies, Inc. All rights reserved. Identifying Job Dimensions and Job tasks for a University Professor 4-14 Irwin/McGraw-Hill Teaching (“Prepares and presents lecture material to class.”) Research (“Prepares research reports for publication in journals.”) Advising (“ Gives career counseling advice to students.”) Consulting (“Performs work for external organizations.”) Service (“Serves on departmental committees as needed.”)

15. Copyright © 2003 by The McGraw-Hill Companies, Inc. All rights reserved. Job Characteristic Model 4-15 Irwin/McGraw-Hill Core Job Dimensions Skill Variety Task Identity Task Significance Autonomy Feedback

16. Copyright © 2003 by The McGraw-Hill Companies, Inc. All rights reserved. Job Characteristic Model 4-16 Irwin/McGraw-Hill Core Job Dimensions Skill Variety Task Identity Task Significance Autonomy Feedback Psychological States Meaningful Work Responsibility for outcome Knowledge of results

17. Copyright © 2003 by The McGraw-Hill Companies, Inc. All rights reserved. Job Characteristic Model 4-17 Irwin/McGraw-Hill Psychological States Meaningful Work Responsibility for outcome Knowledge of results High Motivation High Quality Work High Satisfaction Low Absenteeism and Turnover Work Outcomes

18. Copyright © 2003 by The McGraw-Hill Companies, Inc. All rights reserved. Summary of Job Design Approaches Job Design Approach 4-18 Irwin/McGraw-Hill Satisfaction DimensionPerformance Dimension Mechanistic job satisfaction motivation job involvement job performance absenteeism training time chance of error chance of stress use levels chance of stress job satisfaction motivation training time chance of error use levels absenteeism Legend := positive = negative Motivational

19. Copyright © 2003 by The McGraw-Hill Companies, Inc. All rights reserved. Summary of Job Design Approaches Job Design Approach Satisfaction Dimension Performance Dimension 4-19 Irwin/McGraw-Hill job satisfaction physical effort fatigue absenteeism medical incidents training time chance of error use levels financial costs chance of stress job satisfaction motivation Biological Perceptual /motor Legend : = negative = positive