Chapter 10 Human Resources

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Chapter 10 Human Resources Job Design

• Job design, HR strategy, Motivation,
  Compensation, Methods analysis,

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Job Design

• Specialists vs. generalists
• Labor advantages and disadvantages
• Management advantages and disadvantages
• Job enlargement
• More things to do, same skill level
• Job enrichment
• Greater skill level and responsibility
• Job rotation
• Training on multiple jobs more experience
• Self-directed/managed teams

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Source Heizer RenderJob Design Continuum
Figure 10.3
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HR Strategy

• Objective design jobs so that work can be
  performed effectively and efficiently
• Seek to
• Effectively use people while considering other
  constraints
• Provide for reasonable quality of work life

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Source Heizer Render Constraints on Human
Resource Strategy
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Strategies for Uneven Demand

• Level Capacity
• Steady rate of output
• Minimal or no layoffs or hiring
• Inventories and/or backlogs
• Chase Demand
• Hire and fire
• Varying output rates
• Minimal inventory and managed backlog

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Work Schedules

• Standard work schedule
• 5 days, 8 hour per day
• Flex Time
• Employees determine own hours, within limits
• Flexible work week
• Example 4 days, 10 hours per day
• Part time
• Other

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Job Classification

• Group jobs by similar skill, experience, etc.
• Used for pay administration
• Ranking across departments and functions
• May promote competition instead of cooperation
• May impact assignment flexibility

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Motivation Incentives

• Pay (increases)
• Bonuses (cash, stock options)
• Profit sharing (participate in profits)
• Gain sharing (reward for improvements)
• Incentive plans

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Compensation

• Whats fair?
• Everyone paid the same
• By amount of time worked (hours)
• By job content (job classification / ranking)
• By output (quantity)
• By knowledge (education, experience)
• By supply and demand
• By demonstrated skills

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Other Considerations

• Ergonomics
• Special needs
• Operating environment
• Physical, sociological, and psychological factors
• Fairness, equity, and ethics

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Methods Analysis

• External or internal initiation
• Process (much like Shewhart/Deming cycle)
• Select operation
• Document current methods
• Analyze the job use tools like flow process
  chart
• Propose get approval of improved methods
• Implement new methods
• Review results

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Methods Analysis Tools

• Flow charts or diagrams
• Process charts
• Activity charts
• Operation charts
• Workplace tools
• Displays, pictures, graphics
• Storage devices, color coding, visual signals