Slide 1Slide 2Slide 3Slide 4Identifying Job Dimensions and Job Tasks for a University ProfessorSlide 6MASLOWJob Characteristics ModelSlide 9Slide 10Slide 11Summary of Job Design ApproachesSummary of Job Design Approaches (cont.)Developing a Work-Unit AnalysisDeveloping a Work-Unit AnalysisInputs- material- informationEquipment- facilities- systemsPeople- knowlwdge- skills- abilitiesACTIVITYwhat tasksare required ?OUTPUT- product/service- how measured?©a Times Mirror Higher Education Group, Inc., company, 1997a Times Mirror Higher Education Group, Inc., company, 1997IRWINJobAnalysisThe Importance of Job Analysis to HR ManagersThe Importance of Job Analysis to HR Managers©a Times Mirror Higher Education Group, Inc., company, 1997a Times Mirror Higher Education Group, Inc., company, 1997IRWINPerformance AppraisalSelectionTraining andDevelopmentJob EvaluationCareer PlanningWork RedesignHR PlanningRecruitmentThe Importance of Job Analysis to Line ManagersThe Importance of Job Analysis to Line Managers©a Times Mirror Higher Education Group, Inc., company, 1997a Times Mirror Higher Education Group, Inc., company, 1997IRWINJobAnalysisInformationUnderstand work-flowUnderstand work-flowMake correct hiring decisionsMake correct hiring decisionsEvaluate performanceEvaluate performance1Identify major job dimensions2Identify tasks3Identify KSAOs4Identify potential job changes5Predict the nature of the “changing” job1Identify major job dimensions2Identify tasks3Identify KSAOs4Identify potential job changes5Predict the nature of the “changing” jobGathering Job Analysis InformationGathering Job Analysis Information©a Times Mirror Higher Education Group, Inc., company, 1997a Times Mirror Higher Education Group, Inc., company, 1997IRWINIdentifying Job Dimensions and Job Tasksfor a University ProfessorIdentifying Job Dimensions and Job Tasksfor a University Professor©a Times Mirror Higher Education Group, Inc., company, 1997a Times Mirror Higher Education Group, Inc., company, 1997IRWIN Teaching(“Preparesand presentslecture materialto class.”)Research(“Prepares research reportsfor publication in journals.”)Advising(“ Gives careercounseling adviceto students.”)Consulting(“Performs work for externalorganizations.”)Service(“Serves ondepartmentalcommittees asneeded.”)EXHIBIT 4-4. Need for an Integrative ”Language” Among Key Human Resource Data SourcesEXHIBIT 4-4. Need for an Integrative ”Language” Among Key Human Resource Data Sources• Performance Appraisal “develops people” “performance oriented”• Assessment of Potential “leadership” “tenacity”• Core Competencies “creativity” “adaptability”• Job Specifications “experience” “education” • Career Counseling “challenge” “self-directed”• Knowledge-Skills-Abilities “interpersonal skills” “industry experience”• Job Design “self-direction” “autonomy” “achievement” ?MASLOW MASLOW PHYSICALSAFETYSOCIALESTEEMFULFILLMENTSatisfacti onHERZBERG HERZBERG Satisfacti on Dis-Satisfaction00vs.SATISFIERS HYGIENEFACTORSCore Job DimensionsSkill VarietyTask IdentityTask SignificanceAutonomyFeedbackPsychological StatesMeaningful WorkResponsibility for outcomeKnowledge of results©a Times Mirror Higher Education Group, Inc., company, 1997a Times Mirror Higher Education Group, Inc., company, 1997IRWINJob Characteristics ModelJob Characteristics ModelPsychological StatesMeaningful WorkResponsibility for outcomeKnowledge of resultsHigh MotivationHigh Quality WorkHigh SatisfactionLow Absenteeism and TurnoverWork Outcomes©a Times Mirror Higher Education Group, Inc., company, 1997a Times Mirror Higher Education Group, Inc., company, 1997IRWINJob Characteristics ModelJob Characteristics ModelJOBBOSSbeforeafterjob enrichmentjob enlargementJOBBOSSbeforeafterSummary of Job Design ApproachesSummary of Job Design ApproachesJob DesignApproachSatisfaction Dimension Performance DimensionMotivationalMechansiticjob satisfactionmotivationjob involvementjob performanceabsenteeismtraining timechance of errorchance of stresschance of stressjob satisfactionmotivationtraining timechance of erroruse levelsabsenteeismLegend: = positive = negativeSOURCE: Reprinted by permission of publisher, from Organizational Dynamics,Winter/1987. American Management Association, N.Y. All rights reservedSummary of Job Design Approaches (cont.)Summary of Job Design Approaches (cont.)Job DesignApproachSatisfaction Dimension Performance DimensionBiologicalPerceptual/ motorjob satisfactionphysical effortfatigueabsenteeismmedical incidentsLegend: = negative= positivetraining timechance of erroruse levelsfinancial costschance of stressjob satisfactionmotivationSOURCE: Reprinted by permission of publisher, from Organizational Dynamics,Winter/1987. American Management Association, N.Y. All rights