Introduction

Job design is a process of arranging work into a small task required to perform a particular job. It involves continuous effort to introduce duties, responsibilities, and task in a small amount of work to achieve targeted objectives. Job designing for an individual within the organization is the special responsibilities of an HR manager. 

Job designing combined a task to form a complete Job in the work environment, and job design creation involves succeeding step to job analysis while performing the job efficiently. Job analysis gives information about competency and skills. Job design has made great advantage in production and also job satisfaction. Poor or low job design involves low productivity and satisfaction, which involve low moral while doing work. The job should be such which motivate the employee to work and increase productivity. 

  1. What is Job Design
  2. Job Motivating Potential
  3. Job Designing Strategies
  4. Benefits of Job Design
  5. Factors Affecting: Organizational, Environmental and Behavioural
  6. Job Designing principles that help in managing the issues

1. What is Job Design

Job design is a process which involves continuous effort to arrange task, responsibilities and duties into a small amount to achieve organizational goals. It includes an allocation and arrangement of work activities in the organization while meeting the organisation’s need as a whole. Job design combined work includes task, functions, relationships with the required skills applicable for each job. Job design includes the specification of tasks performed by employees.

Job design specifies though responsibilities and duties ALSO qualification required for a particular job while designing need of organization I and individual manager needs must be balanced.  Job design motivates the employees.

Job design mostly for manager jobs.

2. Job Motivating Potential

GOALS

  • The interest of employees should be increased towards job satisfaction.
  • Enhancing the motivation of employees towards the job and increase productivity 
  • Identification of employees skills and then need for training. 
  • Participation of employee in modern need.
  • The working environment should be safer.
  • The communication process should be effective and clear. 
  • The working life of employees should be improved.
  • Reducing unwanted control supervision and Checking 
  • Customer service should be high 
  • Cost Reduction.

GUIDELINES

  • The task should  be clearly identified
  • Job responsibilities should clearly fix 
  • Participation of employees in decision making
  • details of job environment
  • The interest of the employee in the job should be developed
  • Feedback of employees performance given on time 
  • Timely support   to the employee
  • A good relationship with employees to be maintained.

3. Job Designing Strategies

  • QUALITY

Quality includes a staff capable of providing High-quality products and services by avoiding defect in job designing and quality development.

  • SPEED

Response for a particular service should be promptly given to achieve the main objective of job design.

  • DEPENDABILITY

In job design, some products or services are dependent upon the task which influence job design.

  • FLEXIBILITY

Job design involved multitasking skills who have a train in several areas that can easily cope with a wide variety of modern and new products or services.

  • COST

In job designing, all the elements affected by the productivity and cost of jobs.

  • HEALTH AND SAFETY

Safety precautions have been implemented in the working area so that there was no endangered job well-being.

  • QUALITY AND WORKING LIFE

4. Benefits of Job Design

The following are the benefits of a good job design:

  1. Employee Input 
  2. Employee Training: Training is an integral part of job design.
  3. Work / Rest Schedules
  4. Adjustments: human resources requirements for the same.

5. Factors Affecting: Organizational, Environmental and Behavioural

  • Organizational factors

Work Nature

Ergonomics

Workflow

Culture

  • Environmental factors

Employee availability and abilities

Socio-economic and cultural expectations 

  • Behavioural factors.

Autonomy

Feedback

Diversity

Use of skills and abilities

6. Job Designing principles that help in managing the issues

  • Work Overload
  • Work underload
  • Repetition of work leads to a negative impact on overall productivity.
  • Work and people isolation
  • Multiple shifts
  • Too much working times
  • Lack of understanding the job

The approach of Job Design

  • Engineering approach
  • Human relationship approach
  • Socio-Technical approach

Job Rotation

  • Advantages of Job Rotation: 
  1. Avoid Monopoly.
  2. Provides an Opportunity to Broaden One’s Knowledge.
  3. Avoiding Fraudulent Practice.
  • Disadvantages of Job Rotation: 
  1. Frequent Interruption.
  2. Reduces Uniformity in Quality.
  3. Misunderstanding with the Union Member.

Job Enlargement

  • Advantages of Job Enlargement:
  1. Variety of Skills
  2. Improve Earning Capacity
  3. Wide Range of Activities
  • Disadvantages of Job Enlargement:
  1. Increases Work Burden
  2. Increasing Frustration of the Employee
  3. Problem with Union Members

Job Enrichment

  • Advantages of Job Enrichment:
  1. Interesting and Challenging Job.
  2. Improves Decision-Making.
  3. Identifies Future Managerial Calibre.
  4. Identifies Higher Order Needs of Employees.
  5. Reduces Work Load of Superiors.
  • Disadvantages of Job Enrichment:
  1. Job enrichment is based on assumptions.
  2. Job enrichment has negative implications.
  3. Ego problems.
  4. This method will only work in certain situations. 
  5. Some people are internally dissatisfied with the organization.

Conclusion

Job design creates a job that allows the organization to achieve its goals while motivating and rewarding the employee.  Job design is a process of arranging work into a small task required to perform a particular job. It involves continuous effort to introduce duties, responsibilities, and task in a small amount of work to achieve targeted objectives. Job designing for an individual within the organization is the special responsibilities of an HR manager. 

Job design is important because, in today’s world, jobs’ content is changing more and more rapidly, making continuous job design more important than ever. Job design leads to higher productivity and quality of work while also leading to higher job satisfaction, lower absence, and lower employee turnover intentions.

Are you interested in learning more about Analytics in Workforce Management? Take a look at our People Analytics and Digital HR program, in collaboration with IIM Indore. This is a 3-month long program with instructor-led sessions by IIM-I faculty.

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