Introduction
Organizations involve the coordination of people who perform different functions to attain the overall strategy. The presentation entails providing deeper insight into the management of human resources. The main areas covered include the design of work in organizations and its connection to the overall HR strategy. The process of job analysis and the connection to legal guidelines. The approaches to job analysis and the organizational psychology required in meeting the needs of workers.
Work Design
Work design is the process of assigning and coordinating work tasks. The program process is based on two main principles. These are differentiation and integration. The principle on differentiation requires that the employees in a organization have to be allocated matching sets of activities through which they will build specialization. On the principle of integration, employees need to coordinate their efforts. Both integration and differentiation help in building strategic work design, which involves defining the employee’s roles. By improving integration and differentiation, an organization can reap from higher productivity and increased customer satisfaction as a result of better coordination among the workers.
Elements of Work Design: Autonomy
Productivity in organizations is based on different components. Autonomy is defined by the level to which each worker enjoys independence and freedom to develop work duties to be carried out. Having more room for autonomy is beneficial to the organization since it can gain from information collected through engaging closely with workers and the product. However, excessive autonomy may not be the ultimate solution for all workers in all circumstances since it can cause difficulties in coordinating different roles. Additionally, autonomy also increases motivation as workers feel more responsibility for their work. More-autonomous people are less likely to reduce their responsibilities.
Elements of Work Design: Interdependence
Interdependence covers the level to which a person’s work activities and outcomes are impacted by other people. Environmental with low interdependence are characterized by people mostly working by themselves. Individuals perform their duties with little help or coordination with fellows. On the other hand, greater interdependence involves greater coordination such that performance is improved. This is because individuals feel crater weight for accountability in completing work duties. It also involves is sequential processing that transpires when work activities are coordinated in an assembly line. Reciprocal processing is when work is coordinated around teams such that employees have to adjust regularly to the task inputs of others.
Linking Autonomy and Interdependence: Cost Strategies
Organizations using cost HR strategies aim to boost efficiency. A combination of low autonomy and sequential processing creates greater efficiency. Standardization enables workers to promptly comprehend tasks that are easy. Cost strategies offer a channel for all workers to increase their skill set and efficiency in the performance of different tasks. Sequential processes involve doing things repeatedly such that workers get hold of new methods to reduce mistakes. Combines with low autonomy, it creates better performance when processes are straightforward and mainly require physical inputs.
Job Analysis
A job is characterized by adaptation of particular tasks and specialization in specific areas. Job analysis seeks to methodically collect data retaining to duties performed by workers. Employees with a clear knowledge of their mandate help in planning and clarifying the role each worker should play. In addition, by comparing tasks, it is possible to find appropriate determinations in payment policies.
Job Analysis and the Law
There are no federal laws that require a job analysis by name. However, several laws require job information at a level that cannot be obtained without some organized study of the job. There are different agencies that have been mandated with determining whether a job description satisfies the legal requirements, such as the Fair Labor Standards Act. A comprehensive job analysis can help to guide lawful human resource practices. An organization that conducts a proper job analysis is characterized by high-quality human recourse functions of recruitment, compensation, training, and development.
Job Description
Job descriptions are used for the reason that they enhance observance of the law and can be applied the practical work activities. It enables an organization to ensure all activities are performed and assigned to specific employees who are best qualified. In addition, a company can create a chart showing distribution of duties that helps to enhance the flow of work across different departments. By having specific duties, an organization can correctly advertise for a job and attract the best talent in the market. Employees are better informed of their mandate at the workplace.
Approaches to Job Analysis
The task analysis inventory method entails a collection of job specific actions expected by the employees. The conduct is attached to the value of a job to the company. The method helps to collect information on all workers and evaluate work performance. The critical incidents method also entails a catalogue of declarations as pronounced by job agents. The declarations define the conduct considered of value or injurious in performing work duties (Stewart & Brown, 2020). Each declaration clearly describes the situation and the activities that define if the end result is favorable of not. Structured interviews are used to assess the skills set of employees.
Organizational Psychology at the Workplace
Organizational psychology is the science involved in understanding of an organization, it’s employees and working conditions. It defines the level of interaction and impact on individuals from which employment procedures can be defined. It enables establishing and measuring high-quality job performances through which people are pushed to work better. Organizational psychology helps to promote safety at the job and enhance overall satisfaction. It defines areas that can be improved for attaining optimal work performance.
References
Morgeson, F. P., Brannick, M. T., & Levine, E. L. (2020). Job and work analysis: Methods, research, and applications for human resource management (3rd ed.). Sage.
Stewart, G. L., & Brown, K. G. (2020). Human resource management: Linking strategy to practice (4th ed.). John Wiley & Sons, Inc.
Waters, L. D., Mironova, O., & Stobinski, J. X. (2017). The many potential uses for a job analysis. Journal of the Association for Vascular Access, 22(3), 124-128.