Job Design
Job Design – What? Why? How?
What is Job Design? It is setting up duties and tasks for a specific job, to be performed individually and/ or in groups.
The origin of the
job design comes from Taylorism or scientific management. Fredrick Taylor tried
to develop a science
- Create a standard
method for each job.
- Select a
successful candidate and hire.
- Train selected
workers.
- Support workers to
do their best.
Why a Job Design?
- Job satisfaction
- Motivation of
employees
- Enhances the
quality of work life.
- Increase
productivity for both organization and the employee.
- Manage Absenteeism
How to Job Design?
There are many
techniques for job designing. Top of the techniques are
Job Rotation:
According to Durai
Job Enlargement: Adding
extra responsibilities of the same level, into an existing job is called job
enlargement. This helps to meet the
employee needs as well as the organization's requirements.
Job Enrichment: This
refers to the best work practice challenge to an employee for better
performance
Why Job Design fail?
Workflow: This
signifies the work balance between jobs. It depends on the product or service
nature. As an example, when making an Aircraft the frame of an aircraft should
be made before its doors and seats.
Ergonomics: This is
concerned about the physical ability to perform the job of an employee. In this
way, the primary consideration is handling the job physically.
Work practices: Work
practices are a setup system of how employees perform their work. Traditional
or collective systems of employees will be the reason for this.
Environmental
Factors: The basis of designing have to consider employee abilities and
availabilities as well as the social and cultural values.
Conclusion
Job design helps to
achieve organizational goals as well as motivate employees.
References
Armstrong, M., 2003. A Handbook of Human Resource
Management Practice. 9th ed. London: Kogan Page.
Boundless.com, n.d. Lumen
Learning. [Online]
Available at: courses.lumenlearning.com/boundless-management/chapter/job-design-and-motivation/#:~:text=Job%20design%20is%20the%20systematic%20and%20purposeful%20allocation,or%20scientific%20management%2C%20is%20the%20original%20job-design%20theory.
[Accessed 26 April 2021].
Durai, P., 2010. Human
Resource Management. New Delhi: Pearson Education India.
Job design involves organizing tasks, duties, and responsibilities into a unit of work to achieve certain objectives. 4 types of Job designing. That are Job Rotation, Job Simplification, Job Enlargement and Enrichment of Jobs. job design can be a rewarding process, for both the manager as well as for the employee.
ReplyDeletegood one Rumesh since every employees should know about this & it will helps to perform in the organization as well as Job enlargement, job enrichment, job rotation, and job simplification are the various techniques used in job design exercise. A well-designed job will encourage a variety of’ good’ body positions, have reasonable strength requirements, require a reasonable amount of mental activity, and help foster feelings of achievement and self-esteem. Achieving good job design involves administrative practices that determine what the employee does, for how long, where, and when as well as giving the employees a choice where ever possible.
ReplyDeleteIt is the process of designing a job which enables the organization to achieve its goals while rewarding and motivating its employees.Job design has five characters.They are skill variety, task identity, task significance, autonomy and feedback.Job design influence motivation, quality performance, low absenteeism, low turnover, and job satisfaction.
ReplyDeleteJob design is a systematic approach to creating jobs that are both motivating for employees and add value to the organization. The latter is important – the role needs to fit in the organizational framework and help to contribute to organizational goals.
ReplyDeleteIt is an interesting article. A job design can best be thought of as a blue print of the position in the organization. It outlines the essential duties and responsibilities that are expected of the employee and the basic purpose of the work the employee is expected to perform. If the HR management reflects the Job design in the context of personnel as a “cost” to the business, the organization will fail in the employee’s good motivation towards the organization.
ReplyDeleteob design means to decide the contents of a job. It fixes the duties and responsibilities of the job, the methods of doing the job, and the relationships between the job holder (manager) and his superiors, subordinates, and colleagues.
ReplyDeleteJob design is a method to make work simple by dividing works. The approaches or methods of job design are work simplification, job rotation, job enlargement, job enrichment, socio-technical method, job characteristics model, etc
ReplyDelete