As employers, an attempt
must be made to create a match between job requirements and the available human
resource attributes. This is a process of organizing work into the required
tasks to perform a specific job. Therefore, it is vital to design jobs to
increase employee motivation and performance. A keen interest should be
maintained in job designs by the Human Resource Manager and specification of
individual jobs within the organization. ( Rajguru, K., 2020).
Job design plays a very important role in staffing. If designed properly it will attract highly efficient managers to join the organization. It will be a motivation to increase the efficiency and productivity of its employees and will hence contribute to the profitability of the organization. Badly designed jobs will result in absenteeism, conflicts, high labor turnover, and other labor-related problems. (Akrani, G., 2011).
Variety in a job can create and improve interest, challenge, and commit the employee to the task. Monotonous job roles will offer little to no challenge and will lead employees to lose interest and in time become dissatisfied. ( Hr.admin.cam.ac.uk. 2020). To increase workforce performance it is important to discuss job analysis before discussing the importance of the job design process. This is the process of identifying the knowledge, skills, and work capabilities that each employee needs to perform particular organizational tasks. To maximize performance, it is important to identify specific work processes that match the employee's role. (Mayo, E. 2008).
After identifying all the requirements through job analysis, the next step is to design a job role for the relevant task. According to Armstrong, job analysis is a process that describes a job specification, to meet the requirements of the job, and to improve an employee's individual needs. (Armstrong 2014). Job designs that increase employee access, comfort and flexibility are likely to influence motivation and productivity positively. Having a good job design in place specifies the work content, methods of work, the skills, knowledge and abilities required for performing the job, the interrelationship between the jobs, and the rewards the employees will get on completion of the job. (Hassett, S.2004)
Employees usually want to aspire to have jobs that
contribute to self-respect obtained through acceptance and recognition from
their colleagues and supervisors. Organizations need to provide sound working
environments and working relationships between individuals, provide defined
areas of responsibility, and where possible support teamwork. A job well
designed must have the support of a work environment that’s safe and healthy
which feels inclusive,non-discriminatory, free from harassment, occupational
health, and safety hazards. (
Hr.admin.cam.ac.uk. 2020).
References
Akrani, G., 2011. What Is Job Design?
Meaning, Importance, Factors Affecting. [online] Kalyan-city.blogspot.com.
Available at: <https://kalyan-city.blogspot.com/2011/09/what-is-job-design-meaning-importance.html>
[Accessed 17 October 2020].
Hassett, S. (2004). Super motivation. Pittsburgh, Pa.: Dorrance Publishing.
Hr.admin.cam.ac.uk. 2020. Principles Of Job Design | Human Resources. [online] Available at: <https://www.hr.admin.cam.ac.uk/pay-benefits/grading%20-%20faq/grading/principles-job-design> [Accessed 17 October 2020].
Juneja, P. (2019). Job Design - Meaning,
Steps, and its Benefits. [online] Managementstudyguide.com. Available at:
https://www.managementstudyguide.com/job-design.htm [Accessed 2 May 2019].
Mayo, E. (2008). Job design - Process of job design - Approaches to job
design - Theories of job design - WHAT DO CANDIDATES LOOK FOR IN A JOB? - What
is Human Resource? (Defined) Human Resource Management Topics - Labour Laws -
High Courts & Supreme Court Citation - Case Laws. [online]
Whatishumanresource.com. Available at:
http://www.whatishumanresource.com/job-design [Accessed 1 May 2019].
Rajguru, K.,
2020. What Is Job Design?: Meaning, Importance & Factors Affecting
Job Design. [online] Economics Discussion. Available at: <https://www.economicsdiscussion.net/human-resource-management/what-is-job-design/31762#:~:text=Thus%2C%20job%20design%20is%20an,to%20perform%20a%20specific%20job.&text=Therefore%20it%20is%20important%20to,increase%20employee%20motivation%20and%20performance.>
[Accessed 18 October 2020].
According to Michael Armstrong, "Job Design is the process of deciding on the contents of a job in terms of its duties and responsibilities, on the methods to be used in carrying out the job, in terms of techniques, systems and procedures, and on the relationships that should exist between the job holder and his superior subordinates and colleagues."
ReplyDeleteThe following are the benefits of a good job design:
1.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.
2.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.
3.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.
4.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.
Work analysis and job design identify the education, skills and experience a worker must have to be successful in a job. They also determine the appropriate pay level. Once a worker is hired, work analysis and job design provide the basis for performance management and evaluation. They help managers and workers set performance objectives, training goals and evaluation standards. (Diane, 2017)
ReplyDeleteWhile agreeing with you and wish to comment that according to Armstrong (2014)Job design specifies the contents of jobs in order to satisfy work requirements and meet the personal needs of the job holder, thus increasing levels of employee engagement.
ReplyDeleteJob 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). There are various job-design techniques. The main techniques are (Armstrong, 2003): job rotation, job enlargement, job enrichment, self-managing teams (autonomous work groups) and high performance work design. Other methods include (Durai, 2010): job reengineering, participative management and peer performance review.
ReplyDeleteJob redesign is an increasingly relevant tool to shape the changing roles in the future of work. It is the process of rearranging tasks and responsibilities to better align roles with the changing environment inside and outside the organization. When done right, it can create a workforce that moves the company forward. Job redesign offers a structured approach to redesigning jobs. (Diane 2017)
DeleteOrganizations that influence key outcomes: work motivation, satisfaction, and performance. In this focus has been expanded to include relationships between job design and creativity, health, stress, and well-being (Grant, Fried, & Juillerat,2009).
ReplyDeleteThe aim of a job design is to satisfy technological and organizational requirements, as well as the personal needs of the jobholders. Motivation describes forces within the individual that account for the level, direction, and persistence of effort expanded at work. Individuals need to be compelled, excited, and passionate to do their work. Managers should design jobs that motivate employees.(Durai 2010).
DeleteI agree with your statement, and Moreover, Job creation is important for employees to improve their skills and knowledge for solving complex problems in organization that need to be solved as well as problems that they face, such as getting out from a secure work environment (Russo,G.2016).
ReplyDeleteA task can be defined as a piece of assigned work expected to be performed within a certain time. Job designers must strictly and thoroughly identify tasks that need completion. Allocating jobs and tasks means specifying the contents, method, and relationship of jobs to satisfy technological and organizational requirements.(Davis 1966)
DeleteDavis (1966) stated job design as “the specification of the content, 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”.
ReplyDeleteJob 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. Job design is in fact a combination of job content and the work method which has been adopted in the performance of the job. There are various job-design techniques. The main techniques are job rotation, job enlargement, job enrichment, self-managing teams and high performance work design (Numbu and Bose, 2019).
ReplyDeleteWork analysis and job design play important roles in employee management, beginning with selection and recruitment. Education, skills, and experience can be identified through work analysis and job design for a worker to be successful in a job. It also determines the appropriate pay level. Once an employee has been hired, work analysis and job design provide the basis for performance management and evaluation. They help managers and workers set performance objectives, training goals and evaluation standards. (Diane 2017).
ReplyDelete