Job design is the process of organizing work into the tasks required to perform a specific job in an organization. This means task, duties, responsibilities, qualifications, methods and relationships required to perform the given set of a job.
Job
design is in
fact a combination
of job content
and the work
method which has
been adopted in the
performance of the job (Durai, 2010) .
Further, job rotation and job enlargement were developed in order to be
benefited from the job specialization stemming from the job engineering
approach (Ali & Aroosiya, 2012) . Job design should
start with an analysis of task requirements, namely what should be done, and
then it should take into account the following motivating characteristics:
autonomy, responsibility, discretion, and finally self-control (Armstrong, 2003) .
There are several important methods and techniques that the management
uses while designing the jobs. Those are.
Source: Business Jargon
Job Simplification: The job is simplified
by breaking it down into small sub-parts. Then, each part of the job is
assigned to a worker who does the same task over and over again.
Job Rotation: Job rotation implies the moving of
employees from job to job without any change in the job.
Job Enrichment: Job enrichment involves adding
motivating factors to a job. Thus, job enrichment is a vertical expansion of a
job by adding more responsibility and freedom to do it.
Job Enlargement: Job enlargement involves adding more
tasks to a job. This is a horizontal expansion in a job by adding more tasks to the job.
Advantages of Job Design
- Job design helps create a job profile which can motivate the employees at the workplace and reduce dissatisfaction.
- This ensures that the job is simplified or broken down to employees, especially for those who have limited skills and are lesser learned.
- Effective job design can expose the employees to a wider set of roles and help them understand the best role suited to them.
- Job enrichment method of the design ensures more value addition & decision-making power, which ensures personal as well as professional growth.
- Job design also sees what training and development is required for employees to increase employee productivity.
- It can help understand the employee output, efficiency, work-load and the number of hours required for work vs rest.
Source: YouTube – Job design in
organizations
References
Ali, H., & Aroosiya, M. (2012). Digital
Respository. Retrieved Jun 2020, from University of Kelaniya:
http://repository.kln.ac.lk/handle/123456789/7162
Armstrong, M. (2003). A
Handbook of Human Resource Management Practice. Kogan Page.
Durai, P. (2010). Human Resource
Management. Pearson Education India: Delhi.
Nice article Sameera.
ReplyDeleteEven though there are many advantages of Job design, it can be identified several disadvantages too.
Sometimes employees get frustrated.
Increase in costs.
Job rotation ca be lead to low productivity.
Staff can be demotivated.
this is a good article and you described about job designing methods and advantages. Job rotation and jon enlargement mostly cause to stress employee than motivating. Therefore before taking actions employer should have better understanding about employee's working capacity and ability to adopt changes.
ReplyDeleteAuthor has done a very good job on discussing this topic. Further, i would like to share my opinion on job design as well.
ReplyDeleteJob design is very important because this is the process which makes sure that the job remains updated and is relevant to the employee. The main objective here is to reduce dissatisfaction which comes while doing the job on daily basis. This dissatisfaction can lead to employee leaving the organization and causing issues for the company.
Author has mentioned the advantages of job design and i'd like to highlight some drawbacks of job designs as well based on the techniques used:
1. Job simplification method of job design can lead to monotonous work and boredom.
2. Job design by enrichment gives too much control too senior employees which can lead to poor results or conflicts with lower staff.
3. Job design by rotation can affect the flow of work & hamper the quality of output.
4. Enlargement can cause employees to lose focus on core competencies.