Job Design

 Job Design



                 Figure 1:Job design


Job design is all about making sure that each job has the right tasks and responsibilities assigned. It also looks at how different jobs in a company work together. HR managers make sure each job is set up so it can be done well and easily and that is a good fit for the person doing it.


Elements of job design


The main elements of job design that HR managers are concerned with include:

  • Tasks that employees are expected to perform in the set time.

  • Motivation - the jobs should be designed in a way that brings motivation to employees to do their job.

  • Resource allocation - the company should allocate their resources effectively and efficiently to the specific job role, as appropriately allocated resources can influence innovation.

  • Reward systems - both monetary and non-monetary rewards should be incorporated into the job design as they can motivate employees to perform better.





                Figure 2:Elements of Job design


Techniques of job design


The four key techniques (aspects) of job design include:

  • Job simplification - This means splitting one big task into smaller parts. This is to keep employees motivated as tasks will not be seen as too challenging.


  • Job rotation - This is the process in which employees are shifted from one duty to another; this technique aims to make employees multiskilled and be able to perform various roles and duties in the company.


  • Job enrichment - This technique allows employees to have more authority and accountability in the organization. The job Enrichment technique is aimed at employees to feel more important and fulfilled.


  • Job enlargement - This is when more duties and tasks are added to the job role horizontally, meaning that even though the variety of duties and tasks will increase the employees will stay at the same hierarchical level. This technique is put in place to increase employees’ engagement in their current roles, become more multiskilled and avoid boredom.


Importance of job design


 Figure 4:Importance  of Job design


Job design is important for every organization, as each designed job is guidance that employees will follow when performing their role.


An effectively designed job communicates all the duties involved in the role clearly to employees so that they understand their responsibilities and expectations.

A well-designed job should be structured following key elements that involve task, motivation, resource allocation and rewards. Also should incorporate techniques such as job rotation, job simplification, job enrichment, and job enlargement. The structure and techniques incorporated in the job design will help to increase employees’ motivation, skills and maximize their performance.

The key benefit of a well-designed job is that it will have a positive impact on organizational goals and objectives. Motivated and skilled employees are more likely to achieve set targets.

On the other hand, poorly designed jobs can bring negative results to the company.


Job design process

            Figure 4:Job design process


The job design process is aimed to guide HR managers to design effective jobs that will assist in maximizing employees’ performance, increase their engagement and avoid repetitive and boring tasks.

The job design process follows key steps. They are:

1. First managers need to decide what important content will be displayed on the job description

2. Then managers need to consider skills and techniques that are required to perform a job

3. Managers need to decide on the job length if the job can be done in full time or part-time hours. The working hours must be set precisely as that will cost money to the organisation. For example, If the job can be done in part-time hours but the company sets full-time hours for it, the company will be wasting money paying a full-time salary for unnecessary hours.

4. Managers should try and avoid listing tasks that can be done by machines.

5. There should be no occurring conflicts with other jobs.

6. Establishing relationships in the organization that job role will involve. For example, employees working in the marketing department will require to have some sort of relationship with colleagues working in the same department.






Conclusion 

Job design is a systematic approach to creating jobs that are both motivating for employees and add value to the organization. The latter is important – the role needs to fit in the organizational framework and help to contribute to organizational goals. If this is not the case, the role is redundant and should be removed.

Reference 



studysmarter,2024,job design
https://www.studysmarter.co.uk/explanations/business-studies/human-resources/job-design/


AIHR 2024,Job design
https://www.aihr.com/blog/job-design/

BreathHR 2024,Job design 
https://www.breathehr.com/en-gb/blog/topic/performance-and-productivity/what-is-job-design-and-why-is-it-important


Whatishumanresorse 2024,Job design
https://www.whatishumanresource.com/job-design

Comments

  1. Gowri PereraApril 8, 2024 at 8:23 AM

    HR managers ensure that every job is designed to be performed efficiently and effectively, and that it is a good fit for the individual performing it

    ReplyDelete
  2. RoshanpelpolaApril 16, 2024 at 3:09 AM

    This is a very important area you have covered, if the Job Design is not done in a proper manner, it would greatly effect organisations as their employees would not know what to do and when to do it. You have made a very nice document which explains all of its different reasons as to how mandatory it is to an organisations performance.

    ReplyDelete

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