Dessler, Cole and Sutherland Human Resources Management in Canada Canadian Ninth Edition Chapter Three Designing and Analyzing Jobs © 2005 Pearson Education Canada Inc., Toronto, Ontario 3-1

3-2 Job Design –process of organizing work into tasks required for a job Job –group of related activities/duties for one or more employees Position –collection of tasks/responsibilities performed by one person Job Design –process of organizing work into tasks required for a job Job –group of related activities/duties for one or more employees Position –collection of tasks/responsibilities performed by one person © 2005 Pearson Education Canada Inc., Toronto, Ontario

3-3 Job Characteristics Model Experienced Meaningfulness of the Work Experienced Responsibility for Work Outcomes Knowledge of Results from Work Activities High Internal Work Motivation High-Quality Work Performance Low Turnover and Absenteeism Skill Variety Task Identity Task Significance Autonomy Feedback Core Job Characteristics Critical Psychological States Personal and Work Outcomes Strength of Relationships is Determined by Intensity of Employee Growth Need © 2005 Pearson Education Canada Inc., Toronto, Ontario

3-4 The Nature of Job Analysis Job Analysis -procedure for determining: 1. tasks, duties and responsibilities of a job 2. human attributes (knowledge, skills, abilities) required to perform a job Job Analysis -procedure for determining: 1. tasks, duties and responsibilities of a job 2. human attributes (knowledge, skills, abilities) required to perform a job © 2005 Pearson Education Canada Inc., Toronto, Ontario

3-5 Methods of Collecting Job Analysis Information - Qualitative Observation Interviews (individual, group, supervisory) Questionnaires Participant Diary/Log © 2005 Pearson Education Canada Inc., Toronto, Ontario

3-6 Methods of Collecting Job Analysis Information - Quantitative very structured job analysis questionnaire provides quantitative job score on five dimensions of job requirements: 1.Decision making/communication/social 2.Skills 3.Physical activity 4.Operating vehicles/equipment 5.Processing information very structured job analysis questionnaire provides quantitative job score on five dimensions of job requirements: 1.Decision making/communication/social 2.Skills 3.Physical activity 4.Operating vehicles/equipment 5.Processing information Position Analysis Questionnaire © 2005 Pearson Education Canada Inc., Toronto, Ontario

3-7 Methods of Collecting Job Analysis Information - Quantitative responsibility for people, data, things Identifies performance standards and training requirements for a job responsibility for people, data, things Identifies performance standards and training requirements for a job Functional Job Analysis © 2005 Pearson Education Canada Inc., Toronto, Ontario

3-8 Methods of Collecting Job Analysis Information - Quantitative reference tool for writing job descriptions/ specifications compiled by the federal government for 30,000 occupations, provides: standardized job descriptions job requirements Career Handbook counseling component reference tool for writing job descriptions/ specifications compiled by the federal government for 30,000 occupations, provides: standardized job descriptions job requirements Career Handbook counseling component National Occupational Classification (NOC) © 2005 Pearson Education Canada Inc., Toronto, Ontario

3-9 Writing Job Descriptions job identification job summary responsibilities, duties and relationships authority performance standards working conditions (physical environment) job identification job summary responsibilities, duties and relationships authority performance standards working conditions (physical environment) Job Description Information © 2005 Pearson Education Canada Inc., Toronto, Ontario

3-10 Writing Job Specifications Job requirements regarding: human traits experience skill effort working conditions Job requirements regarding: human traits experience skill effort working conditions © 2005 Pearson Education Canada Inc., Toronto, Ontario