Job Design
Figure 01: Job Design
When compared to other resources such as machines, materials, and land, human resources are very important. From an organizational point of view, the effectiveness of human resources is dependent on job design based on people’s abilities, capabilities, and traits. Human Resource Management’s job design function is very crucial. HR managers have recognized that job design has a significant impact on productivity and job satisfaction. Boredom, increased staff turnover, job discontent, low productivity, and an increase in the organization’s overall cost are all common outcomes of poorly designed employment. As a result, job design is an attempt to match work needs with available human resource attributes.
What is job design?
The process of organizing work into the tasks required to complete a specific job is known as job design. It entails making purposeful attempts to group tasks, duties, and responsibilities into work units in order to achieve specific goals. The design and specification of particular tasks within the firm should pique the interest of an HR manager.
The objective of job design is to organize work in such a way that the repetitive nature of the task reduces employee boredom and dissatisfaction.
Techniques of Job Design
Some of the most important job design techniques or methods are listed below.
Figure 02: (Job Design, 2021)
1. Job Simplification
Job simplification is a method of job design that is based on the complexity of the work. Identifying mechanical processes, repetitive labor, one-product development, tools, and talents necessary are all part of this process.
2. Job Rotation
Job rotation is a technique of job design in which employees are exposed to a variety of responsibilities and profiles throughout the organization. Employees are rotated through various job profiles to see which occupations are most suited to them.
3. Job Enlargement
Job enlargement is a method of job design that adds new tasks and value to an existing job profile. Job Enlargement gives the employee new responsibilities to perform in addition to the essential abilities and talents required to execute the basic work.
4. Job Enrichment
The job enrichment approach to job design aims to improve the employee’s work by giving them greater responsibilities, value, and decision-making authority.
Job rotation advantages and disadvantages
Figure 03: (Gray, 2017)
Conclusion
Job design is a method for developing occupations that are both inspiring for people and beneficial to the organization. It is critical the function must fit inside the organizational framework and contribute to the organization’s objectives.
References
Gray, R. B. (2017). 5 advantages and disadvantages of a job rotaton program. Retrieved from Patriot Software: https://www.patriotsoftware.com
Job Design. (2021). Retrieved from Business Jargons: http://www.businessjargons.com
Rajguru, K. (n.d.). What is Job Design? Retrieved from ISACA: https:www.economicsdiscussion.net
Team, M. S. (2021, August 26). Job Design Meaning, Importance, Steps & Example. Retrieved from MBA SKOOL: http://www.mbaskool.com
This implication on individual employee an also plays an important role in performance management. The job design helps and reduces Job/work stress and the risk of health, safety and occupational injuries of the employees ensure job satisfaction, better productivity and performance of the workers and ultimately meet organizational goals and objectives. Learn lots from here. Thanks
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