Workflow HR

7/26/2019 Workflow HR

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Workfow inOrganization

Workfow - consists o anorchestrated and repeatable pattern

o business activity enabled by thesystematic organization o resourcesinto processes that transormmaterials, provide services, orprocess inormation.


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Goalo manage the fow o work such that the work is

done at the right time by the proper person.

!e"nitions# workfow management system $W%&'( is a

sotware package that can be used to supportthe de"nition, management and e)ecution o

workfow processes. # workfow system $W%'( is a system based on aW%&' that supports a speci"c set o businessprocesses through the e)ecution o computerizedprocess de"nition


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Job Analysis


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*ob #nalysis is a process to identiy and determinein detail the particular +ob duties and reuirementsand the relative importance o these duties or a

given +ob.*ob #nalysis is a process where +udgements aremade about data collected on a +ob.

#n important concept o *ob #nalysis is that theanalysis is conducted o the *ob, not the person.

*ob #nalysis data may be collected rom incumbentsthrough interviews or uestionnaires, the product othe analysis is a description or speci"cations o the

+ob, not a description o the person.


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Purpose

he purpose o *ob #nalysis is to establish anddocument the +ob relatedness o employmentprocedures such as

raining /erormance 0eview 1ompensation 'election /roceures


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Methods

review o +ob classi"cation system incumbent interviewssupervisor interviewse)pert panelsstructured uestionnaires task inventoriescheck listsopen-ended uestionnairesobservation incumbent work logs 2 # typical method o *ob #nalysis would be to give the

incumbent a simple uestionnaire to identiy +ob duties,responsibilities, euipment used, work relationships, andwork environment.


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What aspects o the job areanalyzed

!uties and asks- he basic unit o a +ob is the perormance o speci"c tasksand duties. 3normation to be collected about these items may includereuency, duration, e4ort, skill, comple)ity, euipment, standards, etc.

5nvironment- his may have a signi"cant impact on the physicalreuirements to be able to perorm a +ob. he work environment may includeunpleasant conditions such as o4ensive odors and temperature e)tremes.

here may also be de"nite risks to the incumbent such as no)ious umes,radioactive substances, hostile and aggressive people, and dangerouse)plosives.

ools and 5uipment- 'ome duties and tasks are perormed using speci"ceuipment and tools. 5uipment may include protective clothing. hese itemsneed to be speci"ed in a *ob #nalysis.

0elationships- 'upervision given and received. 0elationships with internal ore)ternal people.

0euirements- he knowledges, skills, and abilities $6'#s( reuired toperorm the +ob. While an incumbent may have higher 6'#s than thosereuired or the +ob, a *ob #nalysis typically only states the minimumreuirements to perorm the +ob.


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Job Design


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Job Design

7Job Design is the process of deciding on thecontents of a job in terms of its duties andresponsibilities, on the methods to be used incarrying out the job, in terms of techniques,

systems and procedures, and on the relationshipsthat should exist between the job holder and hissuperior subordinates and colleagues.

#llocation o speci"c work tasksto individualsand groups.

# task can be best de"ned as a piece o assignedwork e)pected to be done within a certain time.


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Job design is the processo

#.( !eciding the contents o the +ob.8.( !eciding methods to carry out the

+ob.1.( !eciding the relationship whiche)ists in the organization.

*ob analysis helps to develop +obdesign and it matches thereuirements o the work with the

human ualities reuired to do the +ob.


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hrough +ob design, organizations try toraise productivity levels by o4ering non-monetary rewards such as greater

satisaction rom a sense o personalachievement in meeting the increasedchallenge and responsibility o ones work.

*ob enlargement, +ob enrichment, +obrotation, and +ob simpli"cation are thevarious techniues used in a +ob designe)ercise.


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!"portance o JobDesign

3 workers perorm tasks ase9ciently as possible, not only does

the organization bene"t rom lowercosts and greater output per worker,but workers should be less atigued.


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#u"an $esourcePlanning

'urplus


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:uman 0esource /lanning attemptsto provide su9cient manpower

reuired to perorm activities.:0 %orecasting is the process o

estimating demand or and supply o:0 in an organization.'upply is concerned with the estimation o supply o

manpower.


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%hortages

':;0#G5'$# 'tate or situation in which something needed

cannot be obtained in su9cient amounts.(

:0 is concerned with bringing the orecast outure demand and supply o :0. he matchingprocess reers to bring demand and supply in an

euilibrium position so that shortages and oversta9ng position will be solved.


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3n case o shortages, an organization has to hiremore reuired number o employees.

conversely, in the case o over sta9ng, it has toreduce the level o e)isting employment.


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/lanning or #nticipated 'hortages. :ave 5mployees work overtime?. 3ncrease employee productivity@. :ire part-time employeesA. :ire temporary ull-time employeesB. :ire permanent ull-time employees

C.'ubcontract work to other "rmsD.%orgo increases in production


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Ways to increase 5mployee/roductivity

-- ;4er incentives

-- 3mprove employeesF +ob skills to produce more inless time or at lower cost-- 0e-design work processes and methods so greateroutputs are achieved

-- se more e9cient euipment so greater outputsare achieved.


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%urplus

he amount o an asset or resourcethat e)ceeds the portion that is

utilized.# surplus o the workers can be

managed with an :0 plan in avariety o ways. 0egardless o themeans, the actions are di9cultbecause the work orce reductionsoten are ultimately necessary.


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Managing %urplus

Workorce 0eductions and the W#0H #ct I3denti"es employer reuirements or layo4advance notice.

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Managing %urplus

Workorce 0ealignmentI M!ownsizingN,M0ightsizingN, and M0eduction in %orceN $03%( allmean reducing the number o employees in anorganization.

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Managing %urplus

!ownsizing approaches #ttrition and hiring reezes

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Documents

Workflow HR