Post on 24-Nov-2014
Job Analysis & Job Design
A Case Study on Jobs
HP: Structured Jobs & Fixed Work Schedule
HP: Structured Jobs & Fixed Work Schedule
US based renowned IT firm HP consisted of male dominated teams till 1980s Working hrs.:7.30 am-4.30pm, 8am-5pm Women boom in world industry from 80s Influx began in 70s effecting even HP HP chairman Lew Platt realized tremendous
work pressure added with family stress of upbringing offspring due to wife’s death in 81
Traditional job design that was effective in 50s, 60s, 70s became problematic during 80s, not only for women, but also for men executives, managers, workers
HP: Structured Jobs & Fixed Work Schedule
Male dominated world of work was in the midst of dramatic change
Although Platt was empathetic towards women’s job stress, he was not practically absorbed in mainstream of change
He discovered a mass exodus of women managers in 1992, when he became CEO
HP: Structured Jobs & Fixed Work Schedule
Discovery: HR policies at HP was not flexible to accommodate employees’ lives outside workplace
Requirement: Policy which enables strike a balance between personal & professional lives
HP: Structured Jobs & Fixed Work Schedule
Experimental Steps:1992- Creation of new workplace strategy including Flexi-Works, Job Sharing, Homeworking, etc.
Results: Balance between Personal & Professional lives, Gender Equality, Rise in number of Female Workers
HP: Structured Jobs & Fixed Work Schedule
Speaking Fact: HP’s turnover rate declined dramatically following new workplace strategy! In early 1990s, rate was twice that of men By 1999, rates for men & women were nearly
equal HP’s annual Turnover rate was 5% in the
industry having 15% turnover rate.TurnoverHPOthers
HP: Structured Jobs & Fixed Work Schedule
Illustration: Female marketing manager Branda Vathauer
resumed her work after maternity leave- HP had given her freedom to set her own agenda
She teamed up with another working mother to share one full time management position in consumer service.
Each woman works three 10 hr. days, each receives 3 quarters pay/benefits, each has 4 days per week for family
Male managers also took advantage of these flexible policies
Aftermath: First female CEO of HP Carly Florina in 1999
Job Analysis
Process of collecting job related information, which helps in preparation of job description & job specification
Job Analysis
Job DescriptionJob TitleLocation
Job SummaryDuties
Machines/ToolsMaterials & Forms Used
Supervision given & Received
Working ConditionsHazards
Job SpecificationEducationExperience
TrainingSkills
Communication SkillsEmotional
Characteristics
Job Analysis: Steps
Collecting & Recording job information Checking job information for accuracy Writing job description Using information to determine skills,
abilities & knowledge that are required Updating information from time to time
Job Analysis: Process
Strategic ChoicesGather InformationProcess Information Job Description Job Specification
Job Analysis: Process
Strategic Choices Employee Involvement Level of Details Timing & Frequency of Analysis Past-Oriented vs. Future-Oriented Job Analysis
Sources of job data
Job Analysis: Process
Information Gathering Observation Interview Questionnaire Checklists Technical Conference Diary Methods
Job Analysis: Process
Strategic Choices Employee Involvement Level of Details Timing & Frequency of Analysis Past-Oriented vs. Future-Oriented Job Analysis
Sources of job data
Job Analysis: Process
Job Description Job Title Range Department Reports To Immediate Level Subordinates Objectives of Job Principal Duties & Responsibilities Authority Limits
Job Analysis: Process
Job Specification Basic requirements for any job
Age Sex Education Experience
Job Design
Job Design
Conscious efforts to organize tasks, duties & responsibilities into a unit of work to achieve certain objectives.
Job design follows job analysis
Job Design: Steps
Specification of Tasks Specification of Methods for each task Combination of tasks into specific jobs to
be assigned to individuals
Job Design: Factors
Organizational Factors Characteristics of Task Work Flow Ergonomics Work Practices
Job Design: Factors
Behavioural Elements Necessity of Feedback Autonomy Use of Abilities Variety
Environmental Factors Employee Abilities & Availability Social & Cultural Expectations
Job Design: Approaches
Job Rotation Job Engineering (Specialization of Labour) Job Enlargement/Variety Job Enrichment Socio-Technical Systems Ergonomics
Comparison of Job Design Approaches
Low Medium High0
2
4
6
8
10
12
14
16
Comarison
Comarison
A
B
C
A-Job Rotation, B-Job Enlargement, C-Job Enrichment
Job Design: Contemporary Trends
Telecommuting (Work from home)
Job Sharing Technostress Task Revision Skill Upgradation