LESSON 3 - JOB ANALYSIS - Quản trị nguồn nhân lực quốc tế

Section

1

The Environment
of Human Resource
Management 1

Section
Jobs and
Labor 121

Chap t e r

4

2

Section

3

Training,
Development, and
Performance 279

Section

4

Compensation
399

Section

5

Employee
Relations 527

Workforce, Jobs,
and Job Analysis

Learning Objectives
After you have read this
chapter, you should be
able to:
LO1 Explain how the
workforce is changing
in unpredicted ways.

LO2 Identify components
of workflow analysis.

LO3 Define job design
and identify common
approaches to job
design.

LO4 Discuss how flexible
work arrangements
are linked to work–life
balancing efforts.

LO5 Describe job analysis
and the stages in the
process.

LO6 List the components
of job deions.

What’s Trending in

Workforce, Jobs, and
Job Analysis

The creation of jobs that motivate employees is a critical issue that companies address. Human resource professionals assist with workforce management, the creation of satisfying work, and the assessment of jobs. In
particular, they must understand that jobs play an important role in the effective and efficient use of human resources in companies. Here’s what’s
currently trending in the area of workforce, jobs, and job analysis:
1. The development of important skills in employees is always a concern
for human resource professionals and managers. Skills gaps continue
to challenge organizations, and proper steps need to be taken to reduce
these gaps so that workers are best positioned to make valuable
contributions in their jobs.
2. Many employees desire flexible work arrangements so that they
can work in ways that accommodate their individual preferences,
obligations, and schedules. Companies can offer a wide array
of flexible job opportunities to support different preferences
and professional goals.
3. Focusing on the right mix between work and home is an important
issue that companies address on an ongoing basis. Human resource
professionals should policies that allow workers to establish a
healthy balance between their personal and professional lives.
4. Job analysis enables human resource professionals and operating
managers to identify the proper tasks, duties, and responsibilities
of various organizational jobs. Given its importance, the process of
conducting concise and ongoing job analyses is still heavily emphasized
in companies. Proper job analysis facilitates the creation of appropriate
job deions and specifications, which ultimately affect other

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customer service supervisor. Also, Appendix H has sample job deions and job
specifications for human resource management jobs.

Summary
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The workforce is changing but not entirely
in the predicted ways.
The workforce participation rate has declined,
reducing the percentage of people in certain
groups who are in the workforce.
Work-ready credentials are ways to determine
skills rather than assume that a degree grants
specific skills to all who hold it.
Work in an organization is divided into jobs,
and workflow analysis shows how work flows
through the organization.
Job design involves developing jobs that people
can do well. It may include simplification,
enlargement, enrichment, or rotation.
Designing jobs so that they incorporate skill
variety, task identity and significance, autonomy,
and feedback can improve jobs for employees.
Work teams can be used when designing jobs.
Jobs can be designed for place and/or time
flexibility.
Telework is leading to more place flexibility
and can be regular, brief occasional,
or temporary/emergency.

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Shift work, compressed work weeks, part-time
positions, job sharing, and flextime can provide
time and other schedule flexibility.
Job analysis is a systematic investigation of
the content, context, and human requirements
of a job.
Task-based job analysis focuses on the tasks,
duties, and responsibilities associated with jobs.
Competency-based job analysis focuses on basic
characteristics of performance such as technical
and behavioral competencies.
A number of methods of job analysis are used,
with interviews and questionnaires being
the most popular.
The behavioral reactions of employees and
managers along with legal compliance issues
must be considered as part of job analysis.
The end products of a job analysis are
job deions, which identify the tasks,
duties, and responsibilities of jobs, and job
specifications, which list the knowledge,
skills, and abilities needed to perform a job
satisfactorily.

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