Job Design

1. Job Design A Comprehensive Guide by HRhelpboard

2. Job Design Meaning, Definition  Job design is a research and analysis of a job in consultation with peers, Manager and management to compile the entire job data and outline the duties, responsibilities, Academic and professional qualification skills and expertise required to perform a particular job. The study and research conducted determine that job design plays an important role to understand the complexity of the job and its implication on individual employee an also plays an important role in performance management. 

3. Job Design definition by Eminent Authors Job design is defined as “the specification of methods, relationship and content related to the job that is to fulfill the organizational and technological requirement along with the social and individual requirement of the employee” Michael Armstrong

4. Job Design Meaning by Eminent Author “Another definition is given by Ali and Aroosiya, 2012 is “job design can be understood as the functions of arranging duties, tasks and responsibility is to an organization unit or work.” Ali and Aroosiya

5. Job Design in HRM Job design in HRM can be understood as the process through which the job process is defined, the work of the group is organized, which involves structuring the workplace on the basis of the job analysis

6. Job Design Steps Job information Implementation Job analysis Develop The Plan

7. 1. Job Information HR needs to have the information about the job being performed by the employee, it not only helps in the evaluation of the compensation design for an employee but also gives the role clarity. It is important to have the proper documentation work about the role and duties be done on time and should be communicated properly to the employees.

8. What information to collect? • Specific tasks, areas of responsibility, and examples of work being carried out • The fundamental purpose of the job to be done • Time spent on each task or specific area of responsibilities to be done • Important of each element in the job and its relationship or ratio to the total operation of the job.

9. Continued.. • Scope of the job and its impact on the operations • Working relationship with other players, like managers, team members, customers • Methods, techniques, and equipment that are used • Job climate that includes the work environment • What are the job conditions

10. 2. Job Analysis • To analyze all the information collected and the HR has to pick out the imperative and important aspect of the job that is required to be done and responsibilities that are to be carried out in the job. • For HR doing the Job analysis, it is better for them to have a line manager specific to that domain to be a part of the process for better accuracy.

11. 3. Develop the Job Design Plan • On the basis of the information analyzed about the job and about how the employee feels about his/her job. • To check, if there is any sign of discomfort or dissatisfaction regarding their job. When you have evaluated this information, you need to see which method of job design you have to apply for the employee.

12. 4. Implementation After deciding the job design method to be rolled out, HR needs to implement it in a successful way, where the goal of the individual and the company are in alignment. Take regular Feedback from the employee in the implementation phase.

13. Job Design Method & Techniques There are broadly 4 types of Job Design method and techniques that are used to bring some change in the job structure for an employee. Job Enlargement Job Rotation Job Enrichment Job Simplification

14. Job Rotation • Job rotation is the lateral shift of the job role or position that is, it happens between the job levels, and it cannot be mistakenly considered a promotion. • As it does not help the person to move up the ladder of his/her career. • It is done on a temporary basis where employees are moved back to their previous job after a stipulated time.

15. Benefits of Job Rotation • Learning:- When the employees are getting the opportunity to carry out a new role, they will definitely get to learn one or the other thing. • Flexibility:- In a situation where there are more employees involved in job responsibility, then employees get more flexibility in performing the job role. • Employee replacement:- This technique saves the organization from the loss that it would be bearing when any of the employees suddenly leaves. Rotating employees in that role can help the organization for an immediate period. Here, the job rotation method becomes the savior

16. Job Enlargement • Job enlargement as the name suggests is about adding more responsibilities or activities in the same job of the employee. • This means that employees will do different activities in the job that eliminates the boredom, that the employee was going through, and it also eliminated the monotonous work of the employee.

17. Benefits of Job Enlargement • Earn a higher wage:- Employees can earn higher wages after getting more responsibilities being added to their role. • Give more autonomy:- Along with autonomy comes accountability and responsibility. As the person is now handling more responsibility, they are given autonomy to do their job and they are more accountable for the result that they are extracting. • Career growth:- When additional responsibility is given to the employees they are also given the training so that they carry out the duties successfully.

18. Job Enrichment • This is the method where the motivators are added to the existing job. • Like adding skill variety, extra tasks, giving feedback, meaning to the job, and increasing autonomy. • Through this method, the job is made more meaningful for the employee.

19. Benefits of Job Enrichment • Increase satisfaction:- when the meaning of the job is enhanced then the employee is more satisfied with the job. As the intensity and scope of the work has been increased, employees feel happier with the job. • Better psychological states:- it leads to increased meaningfulness for the work which leads to high-quality results from the employee. And increased employee experience.

20. Job Simplification Benefits:- • Obviating unnecessary work:- as we studied earlier that 34 % of the employees said they wasted time because of long hours. Hence, removing such work will help the employee do the important required work • Make employee more focused:- when the extra work is removed employee is left with important and output-driven work, which brings more profit and minimizes the cost of the employee.

21. Why Job Design is Important?

22. Research done by Salary.com Research done by salary.com suggest the reason of why employees waste their time, the research also suggests that:- • 39% of the respondents in the survey spend just one hour a week or even less on non-work-related stuff. • 29 % of the respondents spend 2 hours a week on the computer at work. • 21 percent of the respondents, waste up to 5 hours a week • And at last, only 3 percent of the respondents spend 10 hours in a week on their personal tasks.

23. Reasons for the respondents to waste their time was:- • 34 % of employees report that they waster time due to the hours which are too long • 32 % of the employees said that their company did not provide an incentive to them even if they work hard. • 30% are the employees that are unsatisfied with their job • 23% of the employees said that they are bored with their job now

24. Tips for Job Design • Keep the management and the employees :- Keep Clear and Transparent communication • Understand the need:- You may conduct Training Need Analysis • Involve managers and the employee :- Including both the player for better planning and execution • Support the employee in the execution stage:- Take regular feedback from the employee

25. Use of Abraham Maslow’s Hierarchy of needs in Job Design Intrinsic motivation or extrinsic motivation is imperative for employee’s productivity. When the Motivation level goes down you will see the quality of the work yield by an employee is not up to the mark. So to understand the motivation level, you can refer to Abraham Maslow’s Hierarchy of needs

26. Abraham Maslow’s Hierarchy of Needs

27. Job Characteristic Model To better understand this theory of motivation, HR needs to understand the job characteristics and link the two in an aligned manner to have a job design plan which is successful for a longer duration.

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