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Summary IP 144 -Chapter 5
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Chapter 5: Job Design and Job AnalysisThe work that needs to be completed in an organisation and how it is done matters to both
the employers and employees.
Important elements for employers are:
• Having the work completed properly to fulfil organisational goals
• Making sure that the work is logically organised into jobs that can be
compensated/remunerated fairly
• Having work that employees are willing to do
Factors important for employees are:
• Having a clear understanding of what is expected in the job
• Completing tasks they personally enjoy
• Being rewarded appropriately for their work
• Having a sense that they do is important and respected
5.1 Dividing Work into Jobs
Work – effort directed towards producing or accomplishing particular results.
• As organisations change, these tasks, duties & responsibilities may also change over
time
• When all jobs are added together, they should = the amount of “work” that is to be
completed
5.1.1 Workflow analysis
Job - the grouping of tasks, duties and responsibilities that constitute the total work
assignment for an employee
Workflow analysis – studies the way work moves through the organisation.
Starts with examination of desired & actual outputs (goods & services) into quantity and
quality.
Activities (tasks & jobs) that lead to the outputs are evaluated to see if they can achieve the
desired outputs.
Inputs (people, material, information, data, equipment etc.) must be assessed to determine
if these inputs make the outputs & activities more efficient.
, 5.1.2 Re-engineering business processes
Re-engineering business process - generates the needed changes in the business processes
• Purpose: To improve such activities as product development, customer service &
service delivery
Require the use of work teams, training employees to do more than one job and
reorganising operations, workflow and offices to simplify and speed up the work.
Re-engineering may ultimately require the use of work teams, training employees to do
more than one job, and reorganising operations, workflow and offices to simplify and speed
up the work.
Re-engineering of the business process:
5.1.3 External organisation factors
Factors that play a major role include environmental uncertainty, availability & introduction
of new technology and the profile of the labour market within the organisation operates.
5.1.4 Internal organisation factors
Management & leadership style as well as the technology available within the organisation
and the systems it uses.
, 5.2 Designing Jobs
Two of the most important concerns of HR managers in SA are:
• Employee productivity
• Job satisfaction
Job design (JD) - the manipulation of the content, functions and relationships of jobs in a
way that both accomplishes organisational goals and satisfies the personal needs of
individual job holders.
JD determines how work is performed & greatly affects how an employee feels about a job,
how much authority an employee has over the work, how much decision-making the
employee performs on the job and how many tasks the employee should complete.
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