人力资源管理规划第六章课件
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Copyright © 2005 South-Western. All rights reserved.
• 高的相互依赖需要更高的协 作与关注Higher levels of interdependence require higher levels of coordination & attention
1–4
五个核心的工作纬度Five Core Job Characteristics
• 技能多样性Skill variety
–Extent to which work allows employee to use variety of skills
• 自治性Autonomy
–员工对工作自主的程度Extent to which employee is able to work & determine work procedure at own discretion
• 让HR 更关注战略问题Can free up HR staff to focus on more strategic issues • 考虑因素Considerations:
– – – – 成本Cost savings 交货能力Whether contractor can deliver 合法性Compliance with laws 对员工失业的影响Impacts on employees whose jobs might be lost – 剩余员工的士气Impacts on morale of remaining employees
1–6
员工需要的What Workers Need
• Changing demographics & life styles人口结构与生活方式的 变化
– 员工需要取决于…Worker needs vary by age, gender, race, religion, physical abilities, sexual orientation, & marital & family status
• 员工考虑到工作场所的安全 Employee concerns about safety in workplace
– 安全，避免伤害的工作环境 Workers want safe, hazard-free working environment
Copyright © 2005 South-Western. All rights reserved.
Copyright © 2005 South-Western. All rights reserved. 1–3
工作体系设计Design of Work Systems
• 工作丰富化Job Enrichment
– 增加了员工对工作质量与生产率的责任。 Increasing amount of responsibility for quality & productivity that employees have for their own work
• 工作扩大化Job Enlargement
– 工作任务多样化An increase in task variety to relieve boredom
• 工作轮换Job Rotation
– 员工在不同的专业岗位之间轮换。Employees moved across different specialized positions – 扩大化与轮换增加多样性但并不一定增加责任。Enlargement & rotation add variety but not necessarily responsibility
Copyright © 2005 South-Western. All rights reserved. 1–11
离岸管理Offshoring
• Involves exporting tasks & jobs to countries where labor costs significantly less than in U.S. • India remains largest market • Wages approximately 10% of those paid in U.S.
Copyright © 2005 South-Western. All rights reserved.
1–2
工作体系设计Design of Work Systems
• 工作专门化Job Specialization
– 基于非常狭窄的任务范围来安排工作Creates jobs with very narrow task (activity) assignments – 高效率，高水平的本职工作能力，低的培训成本，工作单调 Resulted in high efficiency, quickly achieved job competency, low training costs, but created monotonous jobs
– Can do work more effectively – Often for less than cost of doing work in-house
• 频繁外包的领域Areas frequently outsourced:
– 工资Payroll – 福利Benefits – 技术支持Technological support
CHAPTER 6:
DESIGN & REDESIGN OF WORK SYSTEMS
第六章 工作体系的 设计与重新设计
Copyright © 2005 South-Western. All rights reserved.
wk.baidu.com
Exhibit 6-1
工作体系设计模型Model for Design of Work Systems
• 员工需要工作与生活的平衡 Employee needs for work/life balance
– Workers less committed to organizations today – 缺乏激情与低效率Also suffer from burnout & lower performance
– 对如何管理提出挑战Also create challenges in effectively managing themselves
• 个人主义文化与团队Employees raised in individualistic cultures need training to be effective team members
• 任务的完整性Task identity
–Extent to which work allows employee to complete whole or identifiable piece of work
• 反馈Feedback
–允许员工了解对于自己工作职 责履行情况的程度。Extent to which work allows employee to gain sense of how well job responsibilities are met
Copyright © 2005 South-Western. All rights reserved.
1–5
工作特征模型Job Characteristics Model
Exhibit 6-2
Copyright © 2005 South-Western. All rights reserved.
• 互惠式Reciprocal interdependence
– 工作流程非线性Workflow is random – 对于及时情况的反应 Responds to immediate situation – 员工具有共同的责任 Employees have joint & shared responsibilities for work
• 75% 的组织至少外包一项HR 职能More than 75% of organizations outsource at least one HR function
Copyright © 2005 South-Western. All rights reserved.
1–10
外包Outsourcing
• 员工需要发出声音Employee needs representation (“voice”)
– 员工需要参与及组织聆听其 声音。Workers want to be involved in work-related issues & expect organization to listen to concerns
1–7
工作任务相互依赖的类型Types of Task Interdependence
• 共享式Pooled interdependence
– 员工能独立地完成工作但需 要某种整体协调Individual employees work independently of each other in performing tasks but utilize coordination of activities
• 垂直加载Vertical Loading
– 责任从主管到员工的重新安排。 Reassignment of job responsibility formerly delegated to supervisor to employee
Copyright © 2005 South-Western. All rights reserved.
Copyright © 2005 South-Western. All rights reserved.
1–9
外包Outsourcing
• 外包的目的Involves contracting out some of organization’s noncore work activities to outside specialists
• 顺序式Sequential interdependence
– 工作流程是线性的Work in process flow is linear, from one individual to another – 员工的产出依赖于其他员工 的输入One individual depends on timely completion of quality work from another coworker
– Often considered good by local standards
• Challenge of managing virtual global teams • Need for tight organizational & operational control to ensure coordination & communication
• 任务重要性Task significance
–对于内部或外部员工来说工作 的重要程度。Extent to which employee perceives that work is important & meaningful to those inside or outside organization
1–8
工作体系的重新设计Redesign of Work Systems
• 现在与未来的工作体系需要更宽泛的界定，更紧密地 与组织战略相联系。Current & future work systems more broadly defined & more closely related to strategic choices • 员工需要更多地参与到工作设计与再造工程。Workers becoming more involved in design & reengineering of jobs • 跨职能团队的战略有效性。Cross-function teams strategically beneficial
• 高的相互依赖需要更高的协 作与关注Higher levels of interdependence require higher levels of coordination & attention
1–4
五个核心的工作纬度Five Core Job Characteristics
• 技能多样性Skill variety
–Extent to which work allows employee to use variety of skills
• 自治性Autonomy
–员工对工作自主的程度Extent to which employee is able to work & determine work procedure at own discretion
• 让HR 更关注战略问题Can free up HR staff to focus on more strategic issues • 考虑因素Considerations:
– – – – 成本Cost savings 交货能力Whether contractor can deliver 合法性Compliance with laws 对员工失业的影响Impacts on employees whose jobs might be lost – 剩余员工的士气Impacts on morale of remaining employees
1–6
员工需要的What Workers Need
• Changing demographics & life styles人口结构与生活方式的 变化
– 员工需要取决于…Worker needs vary by age, gender, race, religion, physical abilities, sexual orientation, & marital & family status
• 员工考虑到工作场所的安全 Employee concerns about safety in workplace
– 安全，避免伤害的工作环境 Workers want safe, hazard-free working environment
Copyright © 2005 South-Western. All rights reserved.
Copyright © 2005 South-Western. All rights reserved. 1–3
工作体系设计Design of Work Systems
• 工作丰富化Job Enrichment
– 增加了员工对工作质量与生产率的责任。 Increasing amount of responsibility for quality & productivity that employees have for their own work
• 工作扩大化Job Enlargement
– 工作任务多样化An increase in task variety to relieve boredom
• 工作轮换Job Rotation
– 员工在不同的专业岗位之间轮换。Employees moved across different specialized positions – 扩大化与轮换增加多样性但并不一定增加责任。Enlargement & rotation add variety but not necessarily responsibility
Copyright © 2005 South-Western. All rights reserved. 1–11
离岸管理Offshoring
• Involves exporting tasks & jobs to countries where labor costs significantly less than in U.S. • India remains largest market • Wages approximately 10% of those paid in U.S.
Copyright © 2005 South-Western. All rights reserved.
1–2
工作体系设计Design of Work Systems
• 工作专门化Job Specialization
– 基于非常狭窄的任务范围来安排工作Creates jobs with very narrow task (activity) assignments – 高效率，高水平的本职工作能力，低的培训成本，工作单调 Resulted in high efficiency, quickly achieved job competency, low training costs, but created monotonous jobs
– Can do work more effectively – Often for less than cost of doing work in-house
• 频繁外包的领域Areas frequently outsourced:
– 工资Payroll – 福利Benefits – 技术支持Technological support
CHAPTER 6:
DESIGN & REDESIGN OF WORK SYSTEMS
第六章 工作体系的 设计与重新设计
Copyright © 2005 South-Western. All rights reserved.
wk.baidu.com
Exhibit 6-1
工作体系设计模型Model for Design of Work Systems
• 员工需要工作与生活的平衡 Employee needs for work/life balance
– Workers less committed to organizations today – 缺乏激情与低效率Also suffer from burnout & lower performance
– 对如何管理提出挑战Also create challenges in effectively managing themselves
• 个人主义文化与团队Employees raised in individualistic cultures need training to be effective team members
• 任务的完整性Task identity
–Extent to which work allows employee to complete whole or identifiable piece of work
• 反馈Feedback
–允许员工了解对于自己工作职 责履行情况的程度。Extent to which work allows employee to gain sense of how well job responsibilities are met
Copyright © 2005 South-Western. All rights reserved.
1–5
工作特征模型Job Characteristics Model
Exhibit 6-2
Copyright © 2005 South-Western. All rights reserved.
• 互惠式Reciprocal interdependence
– 工作流程非线性Workflow is random – 对于及时情况的反应 Responds to immediate situation – 员工具有共同的责任 Employees have joint & shared responsibilities for work
• 75% 的组织至少外包一项HR 职能More than 75% of organizations outsource at least one HR function
Copyright © 2005 South-Western. All rights reserved.
1–10
外包Outsourcing
• 员工需要发出声音Employee needs representation (“voice”)
– 员工需要参与及组织聆听其 声音。Workers want to be involved in work-related issues & expect organization to listen to concerns
1–7
工作任务相互依赖的类型Types of Task Interdependence
• 共享式Pooled interdependence
– 员工能独立地完成工作但需 要某种整体协调Individual employees work independently of each other in performing tasks but utilize coordination of activities
• 垂直加载Vertical Loading
– 责任从主管到员工的重新安排。 Reassignment of job responsibility formerly delegated to supervisor to employee
Copyright © 2005 South-Western. All rights reserved.
Copyright © 2005 South-Western. All rights reserved.
1–9
外包Outsourcing
• 外包的目的Involves contracting out some of organization’s noncore work activities to outside specialists
• 顺序式Sequential interdependence
– 工作流程是线性的Work in process flow is linear, from one individual to another – 员工的产出依赖于其他员工 的输入One individual depends on timely completion of quality work from another coworker
– Often considered good by local standards
• Challenge of managing virtual global teams • Need for tight organizational & operational control to ensure coordination & communication
• 任务重要性Task significance
–对于内部或外部员工来说工作 的重要程度。Extent to which employee perceives that work is important & meaningful to those inside or outside organization
1–8
工作体系的重新设计Redesign of Work Systems
• 现在与未来的工作体系需要更宽泛的界定，更紧密地 与组织战略相联系。Current & future work systems more broadly defined & more closely related to strategic choices • 员工需要更多地参与到工作设计与再造工程。Workers becoming more involved in design & reengineering of jobs • 跨职能团队的战略有效性。Cross-function teams strategically beneficial