Building a Selection Instrument

Attract Acquire Retain Develop - DeployJob characteristics

Building Jobs People WantModule 2HR Management and JobsDividing Work into JobsWorkEffort directed toward producing or accomplishing results.JobA grouping of tasks, duties, and responsibilities that constitutes the total work assignment for an employee.

Workflow AnalysisWorkflow AnalysisA study of the way work (inputs, activities, and outputs) moves through an organization.This is the core component of leaning out a work/business processInputsPeopleMaterialsEquipmentActivitiesTasks and JobsOutputsGoods and ServicesEvaluation

Business Process Re-engineeringBusiness Process Re-engineering (BPR)Measures for improving such activities as product development, customer service, and service delivery.Phases of ReengineeringRethink the organization of work and jobs in terms of effects on customers and productivityRedesign the process by which jobs go togetherRetool the jobs in this redesigned process with the technology and tools needed. View technology here as an enabler of redesign.Importance Of Job DesignJob DesignOrganizing tasks, duties, and responsibilities into a productive unit of work.Influence on performance (where motivation matters most), satisfaction and general health/well-beingPerson/job FitMatching characteristics of people with characteristics of jobs.Job DesignJob SatisfactionJob PerformancePhysical andMental HealthEmpowermentPeter DruckerThe Practice of Management (1954)It does not matter whether the workers wants responsibility or notThe enterprise must demand it of him.

Job Characteristics Model

Characteristics of JobsSkill VarietyThe extent to which the work requires several different activities for successful completion.Task IdentityThe extent to which the job includes a whole identifiable unit of work that is carried out from start to finish and that results in a visible outcome.Task SignificanceThe impact the job has on other people.

Characteristics of JobsAutonomyThe extent of individual freedom and discretion in the work and its scheduling.FeedbackAmount of information employees receive about how well or how poorly they have performed.

Job Characteristics Model

Nature of Job DesignJob EnlargementBroadening the scope of a job by expanding the number of different tasks to be performed.Job EnrichmentIncreasing the depth of a job by adding the responsibility for planning, organizing , controlling, and evaluating the job.Job RotationThe process of shifting a person from job to job.

Aspects of Jobs: Using Teams in JobsTypes of TeamsSpecial-Purpose TeamOrganizational team formed to address specific problems, improve work processes, and enhance product and service quality.Self-directed Work TeamA team composed of individuals assigned a cluster of tasks, duties, and responsibilities to be accomplished.Virtual TeamOrganizational team composed of individuals who are geographically separated but linked by communications technology.*Dont confuse working with people and working on a teamInterdependence for processesInterdependence for outcomesFactors Affecting Virtual Team Success

- Must consider the virtuality of any job.- Must also consider the corresponding media richness the virtual aspect of jobs possess

Aspects of Jobs: Team JobsAdvantagesImproved productivityIncreased employee involvementMore widespread employee learningGreater employee ownership of problemsDisadvantagesRequires employees to be group orientedNot appropriate for most work in organizationsCan be overusedDifficult to measure team performanceIndividual compensation interferes with team conceptSocial loafingAspects of Jobs: Work SchedulesFlextimeA work scheduling arrangement in which employees work a set number of hours per day but vary their starting and ending times.

Job SharingA scheduling arrangement in which two employees perform the work of one full-time job.

TelecommutingThe process of going to work via electronic computing and telecommunications equipment.

Current Research- the anticipated effects of alternative work schedules in terms of:RelationshipsPerformance EvaluationsPromotionsDesirable opportunities

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Telework Concerns of Management and Employees

Source: Telework Concerns of Management and Employees, HR Executive Series: Focus on Telecommunicating Executive Summary, Bureau of National Affairs, Winter 2002, 2. For more information about this publication and other HR solutions visit http://hrcenter.bna.com or call 800-3721033. Used with permission.Performance Management?