HRM A – G. Grote ETHZ, WS 06/07 HRM A: Work process design Overview.

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1 HRM A – G. Grote ETHZ, WS 06/07 HRM A: Work process design Overview

2 HRM A – G. Grote ETHZ, WS 06/07 Two perspectives on the relationship person - work static relationship: person and job stay the same, fit has to be established once. dynamic relationship: person and/or job change continuously, continuous adaption needed. Fit / adaptation can happen based on fit human to task and/or fit task to human.

3 HRM A – G. Grote ETHZ, WS 06/07 Fit task to human (focus in HRM A) Job design Job crafting supports dynamic relationship between person and work if tasks are created that include autonomy and learning requirements

4 HRM A – G. Grote ETHZ, WS 06/07 The product of work is people (1) Jemand, der tagtäglich nur wenige einfache Handgriffe ausführt, die zudem immer das gleiche oder ein ähnliches Ergebnis haben, hat keinerlei Gelegenheit, sich im Denken zu üben. Denn da Hindernisse nicht auftreten, braucht er sich auch über deren Beseitigung keine Gedanken zu machen. So ist es ganz natürlich, dass er verlernt, seinen Verstand zu gebrauchen, und so stumpfsinnig und einfältig wird, wie es ein menschliches Wesen nur eben werden kann. Solch geistige Trägheit macht ihn nicht nur unfähig, Gefallen an einer vernünftigen Unterhaltung zu finden oder sich daran zu beteiligen, sie stumpft ihn auch gegenüber differenzierten Empfindungen (...) ab, so dass er auch seine gesunde Urteilsfähigkeit vielen Dingen gegenüber, selbst jenen des täglichen Lebens, verliert. (Adam Smith, 1776)

5 HRM A – G. Grote ETHZ, WS 06/07 The product of work is people (2) Cross-sectional studies = comparison between people at one point in time e.g. relationship between work and leisure activities – no relationship - empirical finding only for subjective assessment by people themselves, especially for "identity threating work" (Hoff, 1986) – work changes leisure - most frequent empirical finding (e.g. Meissner, 1971; Leitner, 1993) – leisure compensates for work - empirical finding especially regarding compensation of strain (e.g. Bamberg, 1986)

6 HRM A – G. Grote ETHZ, WS 06/07 The product of work is people (3) Longitudinal studies = Observe the same people over a period of time e.g. reciprocal relationship between intellectual job demands and development of intelligence (Schallberger, 1987) – selection effect (more intelligent people get more demanding jobs) and – socialization effect (demanding jobs further intelligence) result in – widening gap (for more intelligent people intelligence increases, for less intelligent people intelligence stays the same/decreases)

7 HRM A – G. Grote ETHZ, WS 06/07 The product of work is people (4) Career orientations and their change through job experience (Rosenstiel et al., 1998)

8 HRM A – G. Grote ETHZ, WS 06/07 Fit human to task (focus in HRM B) Personnel selection Training supports dynamic relationship if people are chosen/trained for motivation and capability to learn

9 HRM A – G. Grote ETHZ, WS 06/07 When to use which strategy with which objective ? fit human to task versus fit task to human ? select the right people or train people to become right ? strive for stable fit versus continuous adaptation?

10 HRM A – G. Grote ETHZ, WS 06/07 Integration of "fit human to task" and "fit task to human" Strive for dynamic relationship between people and work to keep people and organization moving Select people that want to and can develop = learning ability and willingness as important selection criterion Personnel development via training and via work assignments that further learning Support for lateral und vertical careers in syste- matic processes of selection and development