Workflows: Create the need for tasks that are performed by the organization
Workflow analysis: The process of analyzing the inputs and processes necessary for het
production of products, service or business solutions, prior to allocating and assigning these
tasks to a particular job category or person. Determines jobs!
Job: Set of tasks, duties and responsibilities that constitutes the total work assignment for an
employee
Job analysis: Process of getting detailed information about jobs
Job descriptions: List of tasks, duties and responsibilities that a job entails
Job specifications: List of the knowledge, skills, abilities and other characteristics that an
individual must have to perform on the job
Questionnaires: There will be questions asked that help to describe the functions and tasks
Interviews: Question are asked verbally. There is a trainer interviewer required for
interpreting the answers
Diaries: De employee keeps track of a diary for all the tasks they performed for their
function
Observation: An observer looks at the employee and writes down all the tasks performed
Subject matter expert panel: The use of experts with a lot of knowledge to evaluate
different functions
Job design: Process of defining the way how work is performed and the task that are
designated to this function
- Mechanistic job design: Attempt to make the function as simple and repeatable as
possible
- Biological job design: Minimalizing the physical power that is needed to ensure more
efficiency for the employee
- perceptual-motor job design: Function design where capacity and borders of the
employee are looked at so the employee can work normally
- motivational job design: Looked at characteristics of the function, to ensure
motivation for employees
job crafting: The process of making the function more personal and meaningful
job demands: Aspects of the job that require sustained physiological and/or psychological
effort or skills and are therefore associated with costs
job resources: Factors that either reduce job demand and associated costs, are functional in
achieving work goals and stimulate personal growth, learning and development
, Health impairment process: Poorly designed jobs or chronic job demands exhaust
employees, lead to energy depletion and health problems
Motivational process: Job resources have motivational potential that, intrinsically or
extrinsically lead to high work engagement…
Job characteristics model: The framework for designing functions, based on important
characterizations. Its use can improve satisfaction, performance and motivation
- skill variety
- task identity
- task significance
- autonomy
- feedback
skill variety, task identity and task significance lead to experienced meaningfulness of work
autonomy leads to experienced responsibility for outcomes
feedback leads to knowledge of results
all lead to increased motivation, performance and job satisfaction and lead to decreased
absenteeism and turnover
job simplification: Process of eliminating or combining of tasks where the sequence is
changed to improve performance
job expansion: In contrast with job simplification here the job gets less specialized with less
repetition
- job rotation
- job enlargement
- job enrichment
work teams: Team that gets a specific function, so more autonomy, task identity and task
significance. 2 kinds:
- integrated work teams
- self-managed work teams
flexible job design
- flextime
- job sharing
- telecommuting
- compressed workweek
HR forecasting: identifying the demand and supply of several types of human resources in
the organization for a future period, based on historic analyzation of the demand
Workflow analysis: The process of analyzing the inputs and processes necessary for het
production of products, service or business solutions, prior to allocating and assigning these
tasks to a particular job category or person. Determines jobs!
Job: Set of tasks, duties and responsibilities that constitutes the total work assignment for an
employee
Job analysis: Process of getting detailed information about jobs
Job descriptions: List of tasks, duties and responsibilities that a job entails
Job specifications: List of the knowledge, skills, abilities and other characteristics that an
individual must have to perform on the job
Questionnaires: There will be questions asked that help to describe the functions and tasks
Interviews: Question are asked verbally. There is a trainer interviewer required for
interpreting the answers
Diaries: De employee keeps track of a diary for all the tasks they performed for their
function
Observation: An observer looks at the employee and writes down all the tasks performed
Subject matter expert panel: The use of experts with a lot of knowledge to evaluate
different functions
Job design: Process of defining the way how work is performed and the task that are
designated to this function
- Mechanistic job design: Attempt to make the function as simple and repeatable as
possible
- Biological job design: Minimalizing the physical power that is needed to ensure more
efficiency for the employee
- perceptual-motor job design: Function design where capacity and borders of the
employee are looked at so the employee can work normally
- motivational job design: Looked at characteristics of the function, to ensure
motivation for employees
job crafting: The process of making the function more personal and meaningful
job demands: Aspects of the job that require sustained physiological and/or psychological
effort or skills and are therefore associated with costs
job resources: Factors that either reduce job demand and associated costs, are functional in
achieving work goals and stimulate personal growth, learning and development
, Health impairment process: Poorly designed jobs or chronic job demands exhaust
employees, lead to energy depletion and health problems
Motivational process: Job resources have motivational potential that, intrinsically or
extrinsically lead to high work engagement…
Job characteristics model: The framework for designing functions, based on important
characterizations. Its use can improve satisfaction, performance and motivation
- skill variety
- task identity
- task significance
- autonomy
- feedback
skill variety, task identity and task significance lead to experienced meaningfulness of work
autonomy leads to experienced responsibility for outcomes
feedback leads to knowledge of results
all lead to increased motivation, performance and job satisfaction and lead to decreased
absenteeism and turnover
job simplification: Process of eliminating or combining of tasks where the sequence is
changed to improve performance
job expansion: In contrast with job simplification here the job gets less specialized with less
repetition
- job rotation
- job enlargement
- job enrichment
work teams: Team that gets a specific function, so more autonomy, task identity and task
significance. 2 kinds:
- integrated work teams
- self-managed work teams
flexible job design
- flextime
- job sharing
- telecommuting
- compressed workweek
HR forecasting: identifying the demand and supply of several types of human resources in
the organization for a future period, based on historic analyzation of the demand
