Chapter 4 Flashcards
(42 cards)
What are the 2 main HRM practices/areas?
- job analysis and design
2. human resources planning
What is work flow design?
analyzing tasks necessary for production before allocating/assigning tasks to a particular job category or person
What is organizational structure?
stable/formal network of vertical and horizontal interconnections among jobs that constitute the organization
What are work outputs?
product of a work unit, can be an identifiable thing or service
What are work processes?
activities in which members of a work unit engage to produce output
What are work inputs?
raw inputs, equipment, HR
What are the two dimensions of organizational structure?
centralization: degree that decision making lies at the top of the org
decentralization: degree that work is grouped based on functional similarity or similarity of work flow
What are the 2 structural configurations?
functional structure: high centralization
divisional structure: low centralization + departmentalization (self sufficient orgs)
Describe a functional structure.
- functional departmentalization
- high centralization
- inflexible, high efficiency
- stable, predictive environment
- narrow jobs, highly specialized
- little decision making authority
Describe divisional structure.
- work flow departmentalization
- low centralization
- flexible and innovative
- sensitive to differences among products or clients
- not efficient
- divisions may be seen as competitors
- managers need to have high cognitive abilities
- better in unstable, unpredictable organizations
What is job analysis?
process of getting detailed info about jobs
What is a job description?
lists of tasks, duties, and responsibilities that a job entails
What are job specifications?
KSAOS that a person must have to preform job
Who are the 3 subject matter experts?
ISE
- job incumbents
- supervisors
- external job analysts
What are the 4 methods of job analysis?
- job analysis interview
- observations and self reports
- national occupational classifications (NOCS)
- position analysis questionnaire
What is the position analysis questionnaire (PAQ)?
quantitative questionnaire with 6 sections…
info input, mental processes, work output, relationships with other persons, job context, other characteristics
What is dejobbing?
viewing organizations as a field of work needed to be done rather than a set of discrete jobs held by individuals
What is job design?
process of defining the way work will be performed and the tasks required in a given job
What is job redesign?
changing the tasks or the way work is performed in an existing job
What are the 2 requirements to effectively design a job?
- understand the job as it exists (job analysis)
2. understand the place in units workflow process (work flow analysis)
What are the 4 basic approaches used in job design?
- mechanistic
- specialization
- skill variety
- work method autonomy (one right way) - motivational
- decision making autonomy
- task significance/meaning
- interdependance
- attitudinal variables are most important outcomes - ergonomic/biological
- physical demands
- ergonomics, sciences of biomechanics
- work conditions - perceptual motor (mind demands)
- job complexity, fit to individual
- info processing (reduce requirements)
- equipment use
- decrease cognitive demands, don’t exceed mental capacity
What is the job characteristics model?
- skill variety
- task identity
- task significance
- autonomy
- feedback
- increase complexity by enlargement, enrichment, socio-technical systems
What are ergonomics?
proper fit from people and work
- prevent fatigue, pain, health complaints
What is scientific management?
finding one best way to preform through time and motion studies
- leads to a mechanistic approach
