Job Diversity Analysis – Human Resource
This chapter covers Job Diversity Analysis – Human Resource
diversity
differences in human characteristics and composition in an organization
work
effort directed toward accomplishing results
work flow analysis
study of way work (inputs, activities, and outputs) moves through an organization
job
grouping of tasks, duties, and responsibilities that constitutes the total work assignment for an employee
business process reengineering
measures for improving such activities as product development, customer service, and service delivery
job design
organizing tasks, duties, responsibilities, and other elements into a productive unit of work
contingent worker
someone who is not an employee, but a temporary or part-time worker for a specific period of time and type of work
person-job fit
matching characteristics of people with characteristics of jobs
job enlargement
broadening the scope of a job by expanding the number of different tasks to be performed
job enrichment
increasing the depth of a job by adding responsibility for planning, organizing, controlling, or evaluating the job
job rotation
process of shifting a person from job to job
job sharing
scheduling arrangement in which two employees perform the work of one full-time job
skill variety
extent to which the work requires several different activities for successful completion
task identity
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 significance
impact the job has on other people
autonomy
extent of individual freedom and discretion in the work and its scheduling
feedback
the amount of information employees receive about how well or how poorly they have performed
special-purpose team
organizational team formed to address specific problems, improve work processes, and enhance the quality of products and services
self-directed team
organizational team composed of individuals who are assigned a cluster of tasks, duties, and responsibilities to be accomplished
virtual team
organizational team composed of individuals who are separated geographically but linked by communications technology
telework
employees work with technology via electronic, telecommunications, and internet means
compressed workweek
a workweek in which a full week’s work is accomplished in fewer than five 8-hour days
flextime
scheduling arrangement in which employees work a set number of hours a day but vary starting and ending times
systematic way of gathering and analyzing information about the content, context, and human requirements of jobs
task
distinct, identifiable work activity composed of motions
duty
work segment composed of several tasks that are performed by an individual
responsibilities
obligations to perform certain tasks and duties
competencies
individual capabilities that can be linked to enhanced performance by individuals or teams
marginal job functions
duties that are part of a job but are incidental or ancillary to the purpose and nature of the job
job description
identification of the tasks, duties, and responsibilities of a job
job specifications
the knowledge, skills, and abilities an individual needs to perform a job satisfactorily
performance standards
indicators of what the job accomplishes and how performance is measured in key areas of the job description
approaches to diversity
ignore diversity
begin the process of dealing with diversity
build acceptance of diversity
solve diversity issues and create an inclusive culture
ignore diversity
status quo is protected, possible legal issues are increased, diversity is not important
begin the process of dealing with diversity
Diversity training is provided, affirmative action compliance occurs, protected classes are a focus, conflicts and problems occur
build acceptance of diversity
Diversity pays off for company
Conflicts are reduced
Internal problem solving takes place
solve diversity issues and create an inclusive culture
Diversity permeates the company, problems are approached proactively, everyone gets along, business results improve
approaches to job design
job simplification
job enlargement and job enrichment
job rotation
job sharing
job simplification
appropriate for jobs that are to be staffed with entry-level employees
May be too boring to some people
job enlargement and job enrichment
giving employee an entire job rather than just a piece of the work
Allowing the employee more flexibility to perform the job as needed
Increasing the employee’s accountability for work by reducing external control
Expanding assignments for employees to do new tasks and develop special areas of expertise
Directing feedback reports to the employee rather than only to management
job analysis methods
observation, employee diary/log, interviewing, questionnaires
observation
observes individual performing the job and takes notes to describe tasks and duties performed
work sampling: does not require attention to each detailed action throughout entire work cycle, determine content and pace of typical workday through statistical sampling, use for routine and repetitive jobs
employee diary/log
“observe” their own performances by keeping log of their job duties, how frequently these duties are performed, and time required for each one
interviewing
talk with employees performing each job
employee and employee’s supervisor must be interviewed
questionnaires
Covers duties and percentage of time spent on duties, contact with other people, physical dimensions, jobholder characteristics, decisions made, and supervision
Position Analysis Questionnaire
Managerial job analysis questionnaire
position analysis questionnaire
focuses on worker oriented elements instead of job-oriented elements
managerial job analysis questionnaire
jobs with clearly observable routines and procedures
importance of job analysis
Systematic investigation of the content, context, and human requirements of a job
5 stages
Behavioral reactions of employees and managers and legal-compliance issues must be considered
5 stages of job analysis
planning job analysis, preparing for and introducing job analysis, conducting the job analysis, developing job descriptions and job specifications, maintaining and updating job descriptions and job specifications
legal aspect of job analysis
Job Analysis and the Americans with Disabilities Act (ADA)
Fair Labor Standards Act
Fair Labor Standards Act
To qualify for an exemption from the overtime provisions of the act
Job Analysis and the Americans with Disabilities Act (ADA
essential job functions