Job Design

 

What is job designing?

According to Loiise E. Davis (1996) The specification of the contents, methods, and relationships of jobs in order to satisfy technological and organizational requirements as well as the social and personal requirements of the job holder. Creating a job design is the next step in job analysis. As you know, job analysis provides information on the skills and competencies required to do work effectively. Conversely, task design aims to organize the tasks, tasks, and responsibilities associated with a work to achieve organizational and individual objectives. Job design is a relatively new term in HRM (K. Rajguru, n.d.).

                                    Figure 1: Job Design.

                                    Source: (Businessjargons, n.d.)

Job Simplification

Job simplification consists of dividing work into relatively easier parts in order to improve the productivity of the individual by minimizing the physical and mental efforts necessary to perform complex work.

Job Rotation

Job rotation is the management technique in which an employee is moved from one position to another, in order to familiarize himself with all the vertical sectors of an organization.

Job Enrichment

Job enrichment is the job design technique used to increase employee satisfaction by delegating higher authority and responsibility to them, thereby enabling them to make full use of their capabilities.

Job Enlargement

Job enlargement refers to the horizontal expansion of jobs in which more and more activities and tasks are added to the existing field of employment at the same level in the organization.

When designing the Job, the following aspects should be considered,

1. The main requirement of job design is to clearly define the task that an individual is expected to accomplish. A task is a work assigned to the individual and who must perform it on time.
2. Management must decide the level of motivation that must be applied to a person to carry out the work. Managers must, therefore, design the jobs that motivate their employees.
3. Managers must critically decide the number of resources that must be allocated to perform a particular type of work. Thus, efforts should be made to make optimal use of organizational resources while designing the work so that the organization does not suffer from any dilemma due to a lack of resources.
4. When jobs are assigned to the individual, he agrees to do so because of the rewards attached to him. Thus, the manager must include in the job design compensation, bonuses, incentives, benefits and other compensation methods for employees (Businessjargons, n.d.).

Reference

Davis, L. E. (1966) ‘The design of jobs’, Industrial Relations, p. 21-45.

K. Rajguru (n.d) What is Job Design? [Online] Available at: https://businessjargons.com/job-design.html [Assecced on: 7th February 2020]

Businessjargons (n.d) Job Design [Online] Available at: https://businessjargons.com/job-design.html [Assecced on: 7th February 2020]