Topic 6.3 - Improving organisation design and managing human resource flow Flashcards
Hackman and Oldham
- skill variety
- task identity
- task significance
- autonomy
- job feedback
Physiological states of Hackman and Oldham
- meaningfulness
- responsibility
- knowing and understanding
Results of Hackman and Oldham model
- high motivation
- high job satisfaction
- lower levels of absenteeism and turnover
Influences on job design
- core characteristics
- physiological states
- outcomes
Organisation design elements
- level of hierarchy
- span of control
- chain of command
- delegation
- centralisation and decentralisation
Influences on organisational demand
- speed of communication
- nature of tasks and skills of employees
- leadership style
The value of changing job and organisational design
- cheaper
- motivating
- allows better control
Human resource plan
- number of staff at the moment and skills
- corporate plan analysis
- changes needed or will take place
- calculate gaps needed to be filled
Recruitment and selection
Identifying need for a job
Defining the requirement of the position
Advertising the position
Choosing the appropriate person
Training
The process of increasing knowledge and skills of the workforce to enable them to perform their jobs effectively
Benefits of training
- higher quality
- better productivity
- improved motivation
- more flexible
- less supervision
- better recruitment and retention
- easier to implement change
Induction training
Enables new recruits to become productive as quickly as possible by teaching fundamental skills
On the job training
Receive training whilst remaining in the workplace
Advantages of on the job training
- cost effective
- productive
- learn whilst doing
- training alongside real colleagues
Disadvantages of on the job training
- quality depends on ability of trainer and time available
- bad habits passed on
- learning environment may not be productive
- potential disruptive to production
Off the job training
Employees are taken away from their place of work
Advantages of off of the job training
- wider range of skills or qualifications
- can learn from outside specialists
- employees can be more confident
Disadvantages of off the job training
- more expensive
- lost working time
- new employees may still need induction training
- employee may leave for a better job with new skills
Redeployment
Can be used, or redeploy, staff around the business according to needs and demands
Redundancy
Can be used when the skills of current employees no longer required
The value of changing job and organisational design
- reduce costs
- allow more effective management
- allows a centralised or decentralised approach
- increase or decrease motivation
Taylor scientific management
- work study
- identify
- train
- reward
Maslow’s
- self actualisation
- esteem needs
- social
- safety needs
- physiological needs
Physiological
- acceptable pay
- working conditions
