Job Design - PowerPoint PPT Presentation

Title: Job Design


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Job Design

• A Comprehensive Guide by HRhelpboard

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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. 
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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
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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
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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

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

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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.

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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

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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.

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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.

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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.
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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
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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.

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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

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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.

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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.

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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.

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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.

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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.

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Why Job Design is Important?
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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.

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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

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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

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Use of Abraham Maslows Hierarchy of needs in Job
Design

• Intrinsic motivation or extrinsic motivation is
  imperative for employees 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 Maslows Hierarchy of needs

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Abraham Maslows Hierarchy of Needs
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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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