Job requirements in a changing workplace CHAPTER 6 Job requirements in a changing workplace

Session objectives Demonstrate the relationships between job requirements and effective SHRM Examine typical methods of job analysis and competency profiling and their benefits Explain the links between job analysis, competencies, job descriptions and corresponding person specifications

Session objectives (cont.) Analyse the process of job design and its relationships to workplace IR issues Review the contributions of quality of work life and work environment programs to job design and effective employee performance Appreciate the rapid ‘people’ changes occurring in the modern workplace

The process of determining the requirements of the job Job analysis The process of determining the requirements of the job

Job analysis and HR functions Job analysis relates to: Recruitment Selection Training and development Performance management Compensation management Workplace relations

Performing job analysis Select jobs Determine information to collect Identify sources of data Methods of data collection Evaluate and verify data Write report

Job specification Position Job requirements Job Job description Key terms Job specification Position Job requirements Job Job description

Methods of job analysis Narrative Functional job analysis (FJA) Position analysis questionnaire (PAQ) Threshold traits analysis Other

Data collection methods Interviews Questionnaires Job performance Observation Diaries Critical incidents Focus groups HR records ASCO data

Competency A characteristic or trait that results in effective performance on the job

Competency profiling Seeks to identify the specific set of competencies that are related to superior job performance A competency is a skill, knowledge or any characteristic that results in effective job performance

Job descriptions and person specifications A written description of a job, the types of duties performed and the conditions under which these duties are performed Person specification: Details the qualifications, experience and personal qualities required of suitable job-holders

Job title Job identification Job specifications Essential functions Job descriptions Job title Job identification Job specifications Essential functions 1. Title. 2. Statement. 3. Essential Functions. 4. Specifications. Job Description 1. XXX 2. XXX 3. XXX 4. XXX

Job description problems Often poorly written Static rather than dynamic – not updated as job duties change Sexist or discriminatory Tasks not directly work-related Vague rather than specific

Concerns the satisfaction Job design Concerns the satisfaction of the job holder’s needs

Organisational objectives Job design Organisational objectives Industrial engineering Employee contributions THE JOB Ergonomic concerns

Industrial engineering Analysing work methods and establishing time standards for job completion Benefits: Disciplined and objective Focus on improving efficiency and simplifying work methods Increased production Clear relationship between outcomes and rewards

Industrial engineering (cont.) Limitations: Only measures standardised processes and outcomes Bonus systems may act against new employee training May lead to job dissatisfaction Can aggravate physical or mental ailments

Human engineering Aims to identify and respond to worker needs in the performance of their jobs Adapts work environment and equipment to the person Can improve efficiency and create a more harmonious work environment

Job design strategies Job enlargement Job rotation Job enrichment Self-managing work teams Adjustments in work schedules

Work in the 21st century Hours of work – longer and harder Wage structures and reward programs Job insecurity Self-management Workplace stress