One of the core function of human resource management, job design mostly involves with identifying a set of task that one needs perform to satisfy personal and social requirements along with technological and organizational demands of the job holder (Rush, 1975). It involves integrating the responsibilities for a particular position based on the qualifications required for the same and outlines these facts very clearly helping to attract the right candidate to the right job. It also helps in making the job more interesting, specialized and helps get the most out of the employee.
Job design is necessary for an organization to check on the work load or underload of certain employees, to ensure that the task aren’t of repetitive nature and to make sure that the work hours along with the process is clear (Lauche, 2005). If the job isn’t properly designed then it may be the reason for frustration and build the level of stress for an employee. If we’re to consider this point in an example, in an IT company, a project manager is asked to look after 5 projects in parallel at once, while few other project managers aren’t assigned as of now. That just adds more pressure and diversion from that one project manager and increases personal level of stress along with the deliverable not being as required.
Some of the benefits of using job design can be as listed below:
Employees have the freedom to diversify their work based on the personal, habitual, social needs and circumstances in the work environment enabling good feedback.
Job design emphasis on training which allows the employee to understand what their job demands and how it is to be carried out, enabling the employee to perform better as a result.
Job design sets a clear indication of the work hour allowing an employee to balance work and rest hours.
Good job design allows for adjustments with more resources allocated for physically demanding jobs by aligning the main power requirements. This helps to minimize energy spent doing the job for a certain employee.
Job design is a continuous process which is supposed to evolve all the time. It is aimed at helping employees make adjustments with change in responsibilities or the workplace. The end goal is to reduce dissatisfaction, increase motivational level and increase engagement level of the employee at the workplace. There are several factors affecting job designs. Few of those are as described below:
Job design is a continuous process which is supposed to evolve all the time. It is aimed at helping employees make adjustments with change in responsibilities or the workplace. The end goal is to reduce dissatisfaction, increase motivational level and increase engagement level of the employee at the workplace. There are several factors affecting job designs. Few of those are as described below:
The Characteristics of Jobs: All the jobs share three fundamental characteristics in the range, depth and relationship of the job. This can be related with an example of an organization needing a web developer. This requires one to have knowledge and technical know-how of the web development technologies so the role is provided to the one having the knowledge, skills and motivation to get the things done of the same and not to someone with managerial skill sets.
Task Structure: It makes an employee clear about the work they’re to do. It can also be related to Terms of Reference (TOR) in working environment. It includes of one or more task an individual has to do to meet organizational objectives. The task structure is a road map for an employee so it should be carefully structured to reduce any confusions and make an employee clear of what’s expected from him/her.
Intrinsic Motivation: It is one of the important factor of job design and involves internal motivation that comes from within instead of being imposed by external elements or person. It mostly occurs when one finds a task interesting or rewarding and deserves satisfaction while performing it. For example: In a web development company, if a creative developer is allowed the freedom to design a website that best suits the requirement of the clients without constant nagging and force from outside to influence the project, the developer feels more motivated to work in the project and chances are high that the website comes out impressive than it would have been otherwise.
Job Characteristics Model: The following model was purposed in the year of 1974 Hackman and Oldham and includes of five core dimensions in skill variety, task identity, task significance, autonomy and feedback (Armstrong, 2014). Hackman and Oldham further explained that if job is designed based on it, it will result in high-quality work performance and high job satisfaction as a result of intrinsic motivation (Armstrong, 2014). For example, a web developer if assigned the job of data entry won’t be motivated to perform as that will be something below his skillset. However, if given the role of the web developer itself, he/she will be motivated to perform the best that he/she can.
Implication of Group Activities: Organization is a lot more than a single individual, it’s more of a group formed by these individual together working towards a common goal of the organization. Thus, in an organization group work is vital and important to get anything done in full. In case the group activities aren’t completely properly, it may often mean that the work is incomplete or isn’t performed to the level it should have been. Taking an example of an organization I work in itself. We do have several units each with their own task at hand, for any event that is to be made available in the web, the organizer first need to prepare the details, set it for editorial team who then sends back for verification once the update is done, which is then passed on to the web unit, which is responsible for the publication of the event. Furthermore, another unit is responsible for sharing it in the social media accounts. If any one unit or a group doesn’t do the task they’re supposed to, the work can’t be accomplished as it should be.
References
Armstrong, L. A. (2014). A Handbook of Human Resource Management Practice. Kogan Page Limited.
Lauche, K. (2005). Job design for good design practice. Design Studies , 26 (2), 191-213.
Rush, H. (1975). Job design for motivation (p. 5). New York/N.Y.
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One of the core function of human resource management, job design mostly involves with identifying a set of task that one needs perform to satisfy personal and social requirements along with technological and organizational demands of the job holder (Rush, 1975). It involves integrating the responsibilities for a particular position based on the qualifications required for the same and outlines these facts very clearly helping to attract the right candidate to the right job. It also helps in making the job more interesting, specialized and helps get the most out of the employee.
Job design is necessary for an organization to check on the work load or underload of certain employees, to ensure that the task aren’t of repetitive nature and to make sure that the work hours along with the process is clear (Lauche, 2005). If the job isn’t properly designed then it may be the reason for frustration and build the level of stress for an employee. If we’re to consider this point in an example, in an IT company, a project manager is asked to look after 5 projects in parallel at once, while few other project managers aren’t assigned as of now. That just adds more pressure and diversion from that one project manager and increases personal level of stress along with the deliverable not being as required.
Some of the benefits of using job design can be as listed below:
Job design is a continuous process which is supposed to evolve all the time. It is aimed at helping employees make adjustments with change in responsibilities or the workplace. The end goal is to reduce dissatisfaction, increase motivational level and increase engagement level of the employee at the workplace. There are several factors affecting job designs. Few of those are as described below:
Job design is a continuous process which is supposed to evolve all the time. It is aimed at helping employees make adjustments with change in responsibilities or the workplace. The end goal is to reduce dissatisfaction, increase motivational level and increase engagement level of the employee at the workplace. There are several factors affecting job designs. Few of those are as described below:
The Characteristics of Jobs: All the jobs share three fundamental characteristics in the range, depth and relationship of the job. This can be related with an example of an organization needing a web developer. This requires one to have knowledge and technical know-how of the web development technologies so the role is provided to the one having the knowledge, skills and motivation to get the things done of the same and not to someone with managerial skill sets.
Task Structure: It makes an employee clear about the work they’re to do. It can also be related to Terms of Reference (TOR) in working environment. It includes of one or more task an individual has to do to meet organizational objectives. The task structure is a road map for an employee so it should be carefully structured to reduce any confusions and make an employee clear of what’s expected from him/her.
Intrinsic Motivation: It is one of the important factor of job design and involves internal motivation that comes from within instead of being imposed by external elements or person. It mostly occurs when one finds a task interesting or rewarding and deserves satisfaction while performing it. For example: In a web development company, if a creative developer is allowed the freedom to design a website that best suits the requirement of the clients without constant nagging and force from outside to influence the project, the developer feels more motivated to work in the project and chances are high that the website comes out impressive than it would have been otherwise.
Job Characteristics Model: The following model was purposed in the year of 1974 Hackman and Oldham and includes of five core dimensions in skill variety, task identity, task significance, autonomy and feedback (Armstrong, 2014). Hackman and Oldham further explained that if job is designed based on it, it will result in high-quality work performance and high job satisfaction as a result of intrinsic motivation (Armstrong, 2014). For example, a web developer if assigned the job of data entry won’t be motivated to perform as that will be something below his skillset. However, if given the role of the web developer itself, he/she will be motivated to perform the best that he/she can.
Implication of Group Activities: Organization is a lot more than a single individual, it’s more of a group formed by these individual together working towards a common goal of the organization. Thus, in an organization group work is vital and important to get anything done in full. In case the group activities aren’t completely properly, it may often mean that the work is incomplete or isn’t performed to the level it should have been. Taking an example of an organization I work in itself. We do have several units each with their own task at hand, for any event that is to be made available in the web, the organizer first need to prepare the details, set it for editorial team who then sends back for verification once the update is done, which is then passed on to the web unit, which is responsible for the publication of the event. Furthermore, another unit is responsible for sharing it in the social media accounts. If any one unit or a group doesn’t do the task they’re supposed to, the work can’t be accomplished as it should be.
References
Armstrong, L. A. (2014). A Handbook of Human Resource Management Practice. Kogan Page Limited.
Lauche, K. (2005). Job design for good design practice. Design Studies , 26 (2), 191-213.
Rush, H. (1975). Job design for motivation (p. 5). New York/N.Y.