CHAPTER 6
Job requirements in a changing workplace
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
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
Session objectives (cont.)
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
Key termsKey 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
Job description: 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 descriptionsJob descriptions
Job title
Job identification
Job specifications
Essential functions
1. Title.
2. Statement.
3. Essential Functions.
4. Specifications.
Job Description
1. XXX2. XXX3. XXX4. XXX
1. XXX2. XXX3. XXX4. 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
Job design
Concerns the satisfaction
of the job holder’s
needs
Job designJob design
Industrial engineering THE JOB Employee
contributions
Organisational objectives
Ergonomicconcerns
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
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
Industrial engineering (cont.)
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
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