Introduction
Conversely, job design strives at organizing tasks, duties,
and responsibilities associated with a job to achieve organizational as well as
individual objectives. Job design is a relatively new term in HRM.
Job design
can be defined as “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” (Armstrong, 2003, p. 494).
Source: You tube
Techniques of Job Design
There are various methods in which job design can be carried
out. These methods help to analysis the job, to design the contents of and to
decide how the job must be carried out.
Source: Inside HR
(2015)
Benefits of Job Design
According to the Belias & Sklikas (2013)
following are the
benefits of a good job design.
- Employee Input: A good job design enables a good job feedback.
- Employee Training: Training is an integral part of job design.
Contrary to the philosophy of “leave them alone’ job design lays due
emphasis on training people so that are well aware of what their job
demands and how it is to be done.
- Work / Rest Schedules: Job design offers good
work and rest schedule by clearly defining the number of hours an
individual has to spend in his/her job.
- Adjustments: A good job designs allows for adjustments for physically demanding jobs by minimizing the energy spent doing the job and by aligning the manpower requirements for the same.
Job design approaches at ABC pharma
In
ABC pharma job design is done by HRM with a support of other department. 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
choice where ever possible. In job design, ABC pharma may choose to examine the
various tasks of an individual job or the design of a group of jobs.
ABC
pharma Approaches to job design include:
Source: Author developed (2020)
Through effective job design, ABC expect to stimulate
employees' interest to work and to increase their job satisfaction, leading to
high levels of employee performance and productivity.
Source: You tube
Conclusion
Creating a job design is the succeeding step to job
analysis. Job analysis provides information about the skills and competency
required to perform a job efficiently. Job design is an effective
tool which is used in order on the one hand to meet the needs of the employees
and on the other to satisfy the interests of the Organization.
References
Armstrong. M, (2003). A Handbook of Management Techniques.
London: Kogan Page Limited. P.494
Donaldson. C, (2015). Inside HR.
How HR can get the critical process of job design right [Online]
https://www.insidehr.com.au/get-critical-job-design-right/ [Accessed
17th June 2020]
Belias. D & Sklikas. D, (2013). Aspects of job
design. International Journal of
Human Resource Management and Research. researchGate.Vol. 3, Issue 4, p.,
85-94 [Online]
https://www.researchgate.net/publication/260288949_ASPECTS_OF_JOB_DESIGN [Accessed
18th June 2020]
https://www.youtube.com/watch?v=Z-WwFehPEEo
https://www.youtube.com/watch?v=5XbBYZZD9hI
Good article about job designing and components of the job design. Therefore, it is important to design jobs properly so as to increase employee motivation and performance. Job design is a very important function of staffing. If the jobs are designed properly, then highly efficient managers will join the organization. They will be motivated to improve the productivity and profitability of the organization.
ReplyDeleteThank you
Nice article Dulan.!
ReplyDeleteOrganizational structure is determined by the job design process. Purpose of the job design is improving the performance and motivation of employee within the organization. In order to achieve the organizational goals, it is a primary requirement to have a strong job design strategy.
Nice article Dulan.
ReplyDeleteWhile agreeing with you i would like to add some my ideas as well.
When organizations have to compete for employees, depend on skilled knowledge workers, or need a workforce that cares about customer satisfaction, a pure focus on efficiency will not achieve human resource objectives. These organizations need jobs that employees find interesting and satisfying, and job design should take into account factors that make jobs motivating to employees.
The whole process of job design is aimed to address various problems within the organisational setup, those that pertain to ones description of a job and the associated relationships. More specifically the following areas are fine tuned:
Checking the work overload.
Checking upon the work under load.
Ensuring tasks are not repetitive in nature.
Ensuring that employees don not remain isolated.
Defining working hours clearly.
Defining the work processes clearly.
The above mentioned are factors that if not taken care of result into building stress within the employees.
good article. when assign a job for an employee it should design for the his knowledge, capability and ability. this is an important point of a employer.
ReplyDelete
ReplyDeleteOutput Rephrased/Re-written Text
The limitations of Job enrichment are, if the worker is lazy or doesn't give due attention to his/her job, job enrichment won't have the specified outcomes. the price of design and implementation increases. Further job enrichment by itself doesn't motivate. This must be preceded by the availability of other variables that contribute to the standard of labor life.