Matakuliah
Tahun
Versi
: <<M0164>>/<<End User Information Syste>>
: <<2005>>
: <<1/1i>>
Pertemuan <<21>>
<<Rekayasa Proses Bisnis >>
1
Learning Outcomes
Pada akhir pertemuan ini, diharapkan mahasiswa
akan mampu :
• Mahasiswa dapat menunjukkan cara
melakukan rekayasa kembali proses
bisnis (BPR)
2
Outline Materi
• Pengaruh End-user computing dalam
perubahan organisasi
• Pentingnya rekayasa proses bisnis(BPR)
• Empat tahap dalam BPR : Diagnosis,
(Re)Design, Implementation dan
Institutionalization
3
Business Process and
Job (Re)Design
Back
12-4
Copyright Prentice Hall, 2002
Next
End
Learning Objectives
• Recognize how end-user computing introduces
change at the organizational, work group, and
individual levels throughout the organization.
• Explain why business process redesign is a critical
competence for contemporary organizations.
• Describe the four basic phases of business process
redesign methodology.
• Explain the difference between command-andcontrol management and empowerment.
• Describe how to establish boundaries to create
empowerment while maintaining appropriate
managerial control.
Back
12-5
Copyright Prentice Hall, 2002
Next
End
Learning Objectives 2
• Discuss the need for job (re)design.
• Differentiate between task analysis and job analysis.
• Identify various approaches to business process and
job redesign.
• Explain the major characteristics of jobs that
motivate workers.
• Identify core job dimensions to be considered when
designing jobs.
• Choose appropriate techniques for redesigning jobs.
• Evaluate the way organizations are using technology
to redesign jobs.
Back
12-6
Copyright Prentice Hall, 2002
Next
End
Business Processes, Work Groups,
and Jobs
• Structure
• People
–Both workers and customers
• Process
• Technology
Back
12-7
Copyright Prentice Hall, 2002
Next
End
Business Process Redesign (BPR)
• Diagnosis
• (Re)Design
1. Initial process redesign
2. Process walkthrough
3. Prototype
4. Pilot testing
5. Final process design
Back
12-8
Copyright Prentice Hall, 2002
Next
End
Business Process Redesign (BPR)
• Implementation
– Implementation plan
– Initial field implementation
– Phased rollout
• Institutionalization
Back
12-9
Copyright Prentice Hall, 2002
Next
End
Approaches to Job Design
• Job enlargement and job rotation
• Job enrichment
– Job characteristics approach
• Skill variety
• Task identity
• Task significance
• Autonomy
• Job feedback
Back
12-10
Copyright Prentice Hall, 2002
Next
End
Approaches to Job Design
– Sociotechnical (Systems)
Approach
– Quality of work life (QWL)
programs
– Empowerment
– Perspectives on job design
approaches
Back
12-11
Copyright Prentice Hall, 2002
Next
End
The Relationship Between Technology,
Business Process, & Job Design
• IT changes jobs several ways
– Procedures for completing
tasks may change
– Job boundaries may change
– Automation creates new tasks
– Technology creates new tasks
Back
12-12
Copyright Prentice Hall, 2002
Next
End
The Relationship Between Technology,
Business Process, & Job Design
• Computer-mediated work
– Coping with computer logic
– Worker frustration
– Altered social structure
• De-skilling versus enhancing jobs
• Changes in organizational
structure and communications
• Technology as an enabler for job
and work group design
Back
12-13
Copyright Prentice Hall, 2002
Next
End
The Redesign of Jobs
• Characteristics of motivating jobs
– Work seen as meaningful
– Workers responsible for results
– Workers know their results
– Growth satisfaction
– Meeting employee’s desire for
growth
Back
12-14
Copyright Prentice Hall, 2002
Next
End
The Redesign of Jobs
• Designing jobs for individuals
– Task combination
– Forming natural work units
– Establish client relationships
– Vertically loading jobs
– Establishing feedback channels
Back
12-15
Copyright Prentice Hall, 2002
Next
End
The Redesign of Jobs
• Designing self-managing work groups
– Criteria for group effectiveness
• Work group meets or exceeds
standards of quality and quantity
• Group experience meets personal
needs of members
• Social process maintains or enhances
capability of members to work
together
– Composition of work groups
Back
12-16
Copyright Prentice Hall, 2002
Next
End
The Redesign of Jobs
• Analyzing opportunities for work
redesign
–
–
–
–
–
–
Consultants
Mission statement of the work unit
Work flow analysis
Observations and interviews
Survey instruments
Physical layout
Back
12-17
Copyright Prentice Hall, 2002
Next
End
The Redesign of Jobs
• Technology, business process, and
job design in perspective
– Improved performance
– Rethinking the way products and
services are produced and delivered
– Technology as an enabler
Back
12-18
Copyright Prentice Hall, 2002
Next
End
Key Terms:
Summary
• Accountability
• Authority
• Business process
redesign (or
reengineering)
• Command and control
management
• Computer-mediated work
• Core business process
• De-skilling
• Empowerment
• Enhancing
• Job
12-19
Copyright Prentice Hall, 2002
•
•
•
•
•
•
•
Job design
Job enlargement
Job enrichment
Job rotation
Quality of work life (QWL)
Responsibility
Self-managing work
groups
• Sociotechnical systems
• Third wave management
• Two-factor theory of
motivation
Back
Next
End
Next:
Innovation and
Strategic Planning
Back
12-20
Copyright Prentice Hall, 2002
Next
End
<< PENUTUP>>
Selanjutnya Pert 22
(Job) Redesign
21