Job Design - Meaning, Steps and its Benefits
Job design follows job analysis i.e. it is the next step after job analysis. It aims at outlining and organising tasks, duties and responsibilities into a single unit of work for the achievement of certain objectives. It also outlines the methods and relationships that are essential for the success of a certain job. In simpler terms it refers to the what, how much, how many and the order of the tasks for a job/s.
Job design essentially involves integrating job responsibilities or content and certain qualifications that are required to perform the same. It outlines the job responsibilities very clearly and also helps in attracting the right candidates to the right job. Further it also makes the job look interesting and specialised.
There are various steps involved in job design that follow a logical sequence, those that were mentioned earlier on. The sequence is as follows:
- What tasks are required to e done or what tasks is part of the job?
- How are the tasks performed?
- What amount are tasks are required to be done?
- What is the sequence of performing these tasks?
All these questions are aimed at arriving upon a clear definition of a specific job and thereby make it less risky for the one performing the same. A well defined job encourages feeling of achievement among the employees and a sense of high self esteem.
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.
Benefits of Job Design
The following are the benefits of a good job design:
- Employee Input: A good job design enables a good job feedback. Employees have the option to vary tasks as per their personal and social needs, habits and circumstances in the workplace.
- 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 minimising the energy spent doing the job and by aligning the manpower requirements for the same.
Job design is a continuous and ever evolving process that is aimed at helping employees make adjustments with the changes in the workplace. The end goal is reducing dissatisfaction, enhancing motivation and employee engagement at the workplace.
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- Job Analysis - Introduction
- Purpose of Job Analysis
- Job Analysis Process
- What to Collect during Job Analysis
- Job Analysis Methods
- Job Analysis Tools
- Job Analysis Problems
- Advantages and Disadvantages
- Job Analysis and Hiring Practices
- Job Analysis and Strategic HRM
- Job Analysis and TQM
- Job Description & Specification
- Purpose of Job Description
- Job Design
- Approaches to Job Design
- Issues in Job Design
- Factors affecting Job Design
- Job Redesign
- Job Analysis and Job Evaluation
- Job Evaluation & its Principles
- Job Classification
- Job Rotation
- Benefits of Job Rotation
- Tips for Successful Job Rotation
- Planning and Implementing Successful Job Rotation
- Disadvantages of Job Rotation
- Job Enrichment
- Job Enlargement
- Importance of Job Rotation, Enrichment and Enlargement in Career Growth