Chapter 3

Workforce, Jobs,
and Job Analysis
Learning Objectives
Explain how the workforce is changing in
unpredicted ways
Identify components of work flow analysis
Define job design and identify common
approaches to job design

© 2014 Cengage Learning. All rights reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible
Web site, in whole or in part.
Learning Objectives
Discuss how telework and work flexibility are
linked to work-life balancing efforts
Describe job analysis and the stages in the
process
List the components of job descriptions

© 2014 Cengage Learning. All rights reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible
Web site, in whole or in part.
The Workforce Profile
Labor force participation rate: Percentage
of the population working or seeking work
Important elements
Age
Skill gaps
Work ready credentials
Generational differences
Part timers, self-employed, and multiple job holders

© 2014 Cengage Learning. All rights reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible
Web site, in whole or in part.
Nature of Work and Jobs
Work: Effort directed toward producing or
accomplishing results
Job: Grouping of tasks, duties, and
responsibilities that constitutes the total work
assignment for an employee
Workflow analysis: Study of the way work
(inputs, activities, and outputs) moves
through an organization

© 2014 Cengage Learning. All rights reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible
Web site, in whole or in part.
Workflow Analysis

© 2014 Cengage Learning. All rights reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible
Web site, in whole or in part.
Job Design and Job Redesign
Job design: Organizing tasks, duties,
responsibilities, and other elements into a
productive unit of work
Influences performance
Affects job satisfaction
Impacts both physical and mental satisfaction
Job redesign: Changing an existing job so
as to improve it

© 2014 Cengage Learning. All rights reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible
Web site, in whole or in part.
Some Characteristics of Jobs and People

© 2014 Cengage Learning. All rights reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible
Web site, in whole or in part.
Types of Employees
Full-time employees
Part-time employees
Independent contractors
Temporary workers
Contingent workers: Not a full time
employee, but a temporary or part-time
worker for a specific period of time and type
of work

© 2014 Cengage Learning. All rights reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible
Web site, in whole or in part.
Person Job Fit
Matching characteristics of people with
characteristics of jobs
Based on the fact that people will differ on
what they consider good or bad job

© 2014 Cengage Learning. All rights reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible
Web site, in whole or in part.
Approaches to Job Design
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

© 2014 Cengage Learning. All rights reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible
Web site, in whole or in part.
Characteristics of Jobs to Consider
in Design
Skill Variety
Extent to which the work requires several activities for successful completion

Task Identity
Extent to which job includes a whole identifiable unit of work that is carried
out from start to finish

Task Significance
Impact the job has on other people

Autonomy
Extent of individual freedom and discretion in the work and its scheduling

Feedback
Amount of information employees receive about how well or how poorly
they have performed
© 2014 Cengage Learning. All rights reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible
Web site, in whole or in part.
Job Characteristics Model

© 2014 Cengage Learning. All rights reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible
Web site, in whole or in part.
Telework
Advantages Disadvantages
Less expenditure for Possibility of working
employees more hours
Saves commuting time Lack of face-time
Improved productivity Perceived lack of
and the need for less control and physical
work space monitoring
Helpful in reducing Income tax laws
turnover

© 2014 Cengage Learning. All rights reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible
Web site, in whole or in part.
Work Schedule Alternatives

© 2014 Cengage Learning. All rights reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible
Web site, in whole or in part.
Flexibility Scheduling
Relaxes the traditional time clock control of
employees, while still covering workloads
Improves quality of an employee’s personal
and family life
Work-life balance: Employer-sponsored
programs designed to balance work and
personal life
Improves recruiting and retention by attracting
and keeping people who need the flexibility

© 2014 Cengage Learning. All rights reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible
Web site, in whole or in part.
Job Analysis
Gathering and analyzing information about
the content, context, and the human
requirements of jobs
Purpose
Aids in HR planning, recruiting, and selection
Provides accurate information for equal
employment opportunity matters
Is the basis for compensation, training, and
employee performance appraisals

© 2014 Cengage Learning. All rights reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible
Web site, in whole or in part.
 74

Job Analysis in Perspective

© 2014 Cengage Learning. All rights reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible
Web site, in whole or in part.
Task-Based Job Analysis
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
© 2014 Cengage Learning. All rights reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible
Web site, in whole or in part.
Competency-Based Job Analysis
Competencies: Individual capabilities that
can be linked to enhanced performance by
individuals or teams
Technical competencies
Behavioral competencies
Identifies competencies that drive
employee performance
Influences individual and organizational
behaviors

© 2014 Cengage Learning. All rights reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible
Web site, in whole or in part.
Stages in the Job Analysis Process

© 2014 Cengage Learning. All rights reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible
Web site, in whole or in part.
Job Analysis Methods
Observation
Work Sampling
Employee Diary/ Log

Interviewing Questionnaire
Job Analysis Questionnaire
Managerial Job Analysis Questionnaire

© 2014 Cengage Learning. All rights reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible
Web site, in whole or in part.
Legal Aspects of Job Analysis
Job Analysis and Labor
Proclamation 1156/2019

Job Analysis and Wage/Hour

•Refer Labor Proclamation 1156/2019

© 2014 Cengage Learning. All rights reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible
Web site, in whole or in part.
Job Description and Job
Specifications
Job Description
Identification of the tasks, duties, and responsibilities of a
job

Job Specification
Knowledge, skills, and abilities (KSAs) 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

© 2014 Cengage Learning. All rights reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible
Web site, in whole or in part.
Job Description Components
Identification
Job title and reporting relationships
Department and location
Date of analysis
General Summary
Job’s distinguishing responsibilities and components

Essential Job Functions and Duties

© 2014 Cengage Learning. All rights reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible
Web site, in whole or in part.