Job, job design and alternative work schedule reported by kurt b. catolico

Job Analysis and DesignPart 1

Kurt B. CatolicoReporter

EDUC 309 Human Resource DevelopmentDoctor of Philosophy in Educational Management

Mindanao State University Graduate SchoolGeneral Santos City

Objective:At the end of the presentation and

discussion, 100% of the participants will be able to answer the following questions:

• What is a job?•What is job design?• How to create alternative work

schedules?

http://www.dictionary.com/browse/job

What is a JOB?


A job is a piece of work, especially a specific task done as part of the routine of one’s occupation or for an agreed price.

Source: http://www.dictionary.com/browse/job


A job is a group of homogeneous tasks related by similarity of functions. When performed by an employee in an exchange for pay, a job consists of duties, responsibilities, and tasks (performance elements) that are (1) defined and specific, and (2) can be accomplished, quantified, measured, and rated. Source: http://www.businessdictionary.com/definition/job.html


From a wider perspective, a job is synonymous with a role and includes the physical and social aspects of a work environment. Often, individuals identify themselves with their job or role (foreman, supervisor, engineer, etc.) and derive motivation from its uniqueness or usefulness.

Source: http://www.businessdictionary.com/definition/job.html


A job is the smallest unit into which the activities of an enterprise are divided. It is the basis for selecting and training employees, for evaluating their performance, and for determining the rate of pay (Andres, 2001).


What is JOB DESIGN?


Job design means specification of jobs according to content, methods, and relationship with other jobs in order to satisfy technological as well as the social and personal requirements of the job holder (Andres, 2001).


Job design involves systematic attempt to organize tasks, duties and responsibilities into a unit of work to achieve certain objectives. It is a process by which managers decide individual job tasks and authority (Surendhar, 2010).


JOB DESIGNTasks, Duties and Responsibilities

Employee Efficiency and MotivationPRODUCTIVITY


Job design integrates work content, rewards and the qualifications required for each job in a way that meets the needs of employees and the organization (Kumar, 2012).


Work Content +

Rewards +

Qualifications

Organizational Needs

+Individual

Needs

GOAL


Job design involves determining the tasks and responsibilities that employees in a particular job are expected to perform as well as how they need to interact with their co-workers to realize those contributions (Lindberg, 2016).


•VIEWS ON JOB DESIGN

•●Management itself emerged partly as an attempt to design, structure and supervise jobs to improve performance (Flynn, 2007).•● It is linked to motivation because the nature of a worker’s job has a fundamental impact on his/her work experience (Duchon and Plowman, 2005).•● Recent work on the subject typically recommends expanding jobs to enhance flexibility and improve job satisfaction (Wheatly, 2016).


•FACTORS AFFECTING THE PROCESS•OF JOB DESIGN

Job Desig

n

Task Characteristics

Workflow

Ergonomics

Work PracticesEmployee

Abilities and Availabilities

Social and Cultural

Expectations

Feedback


• JOB DESIGN MODEL • (Hackman and Oldham, 1976)


•TECHNIQUES FOR DESIGNING JOBS

Job Simplification

Job Rotation

Job Enlargement

Job Enrichment


Job Simplification

● Simplification of work requires that jobs be broken down into their smallest units and then analyzed. Each resulting sub-unit typically consists of relatively few operations (Manu, 2015). ● Jobs are broken down into very small parts where a fragment called task is repeatedly done over and over again by the same individual (Narayanan, 2014).


Job Simplification

ADVANTAGES

•Employee therefore is paid higher rewards.•the productivity is high. •Achieves specialization.•Training cost to the organization is practically negligible.

DISADVANTAGES

• A worker is likely to get bored and remain absent frequently. • Quality and quantity may suffer in the long run due to frustration. • Organization may have to attract workers by offering higher wages.


Job Rotation

Job Rotation is a management approach where employees are shifted between two or more assignments or jobs at regular intervals of time in order to expose them to all verticals of an organization. It is a pre-planned approach with an objective to test the employee skills and competencies in order to place him or her at the right place. In addition to it, it reduces the monotony of the job and gives them a wider experience and helps them gain more insights Source: http://www.managementstudyguide.com/job-rotation.htm


Job Rotation Objectives

Reducing Monotony of the Job

Succession Planning

Creating Right-Employee Job Fit

Exposing Workers to All Verticals of the Company

Testing Employee Skills and Competencies

Developing a Wider Range of Work Experience

Source: http://www.managementstudyguide.com/job-rotation.htm


Job Rotation


ADVANTAGES

•Variety of Skills•Improves earning capacity•Wide range of activities

DISADVANTAGES

• Frequent interruption•Reduces uniformity in quality


Job Enlargement

Job enlargement is a job design technique wherein there is an increase in the number of tasks associated with a certain job. In other words, it means increasing the scope of one’s duties and responsibilities. The increase in scope is quantitative in nature and not qualitative and at the same level.



Benefits of Job Enlargement


Reduced Monotony

Increased Work Flexibility

No Skills Training Required


Job Enrichment

Typically job enrichment involves combining various existing and new tasks into one large module of work. The work is then handed over to an employee, which means there is an increase in responsibilities and scope. This increase in responsibility is often vertical. The idea is to group various tasks together such that natural work units are created. Source: http://www.managementstudyguide.com/job-rotation.htm


Benefits of Job Enrichment


Decreased Absenteeism

Reduced Employee Turnover

Manifold Increase in Job Satisfaction



Job Enrichment• Quantity• Satisfaction and

Contentment• Planning and

Organizing• Dependent• Vertical• More Motivating

Job Enlargement• Quality• Responsible and

Worthwhile• Execution• Independent• Horizontal• Less Motivating

vs


How to create ALTERNATIVE

WORK SCHEDULES?


An alternative work schedule is a scheduling arrangement that permits a variation from the employee's core hours in starting and departure times, but does not alter the total number of hours worked in a week.

https://ohr.cornell.edu/life/support/alternative_work_schedule.html

•What is Alternative Work Schedule?


Possible benefits include better office coverage, extended service hours, enhancement of staff morale, reduced tardiness and absenteeism, increased employee ability to better manage personal life, increased productivity because an employee may choose to work during their own peak times.

https://ohr.cornell.edu/life/support/alternative_work_schedule.html

What are the benefits of an alternative work schedule arrangement?


•Access to public transportation and dependent care options can often be a challenge. Scheduling of various flexible work requests to ensure office coverage.•Extended workdays can also be physically/mentally draining for some employees.

Source: https://ohr.cornell.edu/life/support/alternative_work_schedule.html

What considerations are there for negotiating this type of work schedule?


Source: https://www.shrm.org/resourcesandtools/tools-and-samples/hr-qa/pages/californiaalternativeworkweekschedules.aspx

•Adoption Procedure

1. The organization must present a proposal and designate a regularly scheduled alternative workweek.2. The organization may propose a single work schedule that would become the standard schedule for workers in the work unit or a menu of work schedule options from which each employee in the unit could choose.




3. Alternative workweek schedule must be adopted in a secret ballot election by at least a two-thirds vote of the affected employees in the work unit. 4. Prior to the secret ballot vote, the organization must have held meeting(s) with the affected employees, a minimum of 14 days prior to the election, to discuss the effects of the proposed alternative work schedule on the employees' wages, hours and benefits.




5. Employees affected by a change in work hours resulting from the adoption of an alternative workweek schedule may not be required to work those new work hours for at least 30 days after the announcement of the final results of the election.


•OPTIONS FOR JOB DESIGNJob Sharing

• Two persons sharing one full time job with sharing rewards and responsibility for its completion.

Telecommuting

• Use of computer in jobs.

Compressed Work Week

• Work hours can be compressed into five or even four days a week with long hours of daily work with two or three days free at the week end.

Quality Circles

• `It consists of a group of 7 – 10 employees from a unit or across units who have volunteered to meet together regularly and analyze, make proposals about product quality, investigate causes and suggest corrective actions.

Flexitime

• This method allows workers more freedom to select work schedule within the general guidelines laid down by the organization.


•OPTIONS FOR JOB DESIGN

Job Sharing

• Two persons sharing one full time job with sharing rewards and responsibility for its completion.



Telecommuting

• Use of computer in jobs.



Compressed Work Week

• Work hours can be compressed into five or even four days a week with long hours of daily work with two or three days free at the week end.



Quality Circles

• `It consists of a group of 7 – 10 employees from a unit or across units who have volunteered to meet together regularly and analyze, make proposals about product quality, investigate causes and suggest corrective actions.



Flexitime

• This method allows workers more freedom to select work schedule within the general guidelines laid down by the organization.

http://www.dictionary.com/browse/jobEnd of Presentation


School Principal

Assistant to the Principal

Primary School Department

Head

Grade 1-A Teacher-Adviser

Grade 1-B Teacher-Adviser



Grader 3 Teacher-Adviser

Kindergarten Teacher-Adviser

Subject Teachers

Middle School Department

Head







Subject Teachers

Junior High School

Department Head





Grade 9 Teacher-Adviser

Grade 10 Teacher-Adviser

Subject Teachers

Senior High School

Department Head

Grade 11 Teacher-Adviser Subject Teachers

Administrative Assistant

Republic of the PhilippinesDepartment of EducationRegion XIIDivision of SaranganiNorth Glan DistrictHADJI MUSA INTEGRATED SCHOOL

ORGANIZATIONAL CHART


Before an alternative work schedule is implemented, an organization must meet specific requirements in terms of proposing the schedule to the employee group, explaining the effects of the alternative workweek schedule and conducting a secret vote.


Adoption Procedure

Date post:	14-Feb-2017
Category:	Education
Upload:	kurt-catolico
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