Job design is one of the main functions of human resource management. Job design means tracing the duties, responsibilities, task, process, and relationships required to perform a certain job. 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” (Armstrong, 2012). In simple terms, job design is the process of assigning the job to the individual and outlining his/her duties and responsibilities. Job design also gives information about the qualifications required for doing the job and the reward (financial and non- financial benefits) for doing the job (Akrani, 2011).
A job satisfaction study compiled by CareerJournal.com asked satisfied workers to describe their jobs. The study found that highly satisfied employees consistently listed four factors: intellectual stimulation, job security, high levels of control and autonomy, and direct contact with clients and customers (google, n.d.)
Job design is affected by various internal as well as external factors. Among these. The various factors affecting job design are listed below:
The characteristics of jobs
The characteristics of job identify the various aspects of a job, such as skill, variety, task identity, autonomy and feedback. No job is perfect but managers can at least give a shape to the job done by the employees. Job range refers to the number of activities or action performed by an individual to complete a task. The influence of an employee in his work environment such as decision making and accountability (Dictionary, 2018). Whereas, job relationship refers to the relationship between job holders, managers and the organization.
The characteristics of task structure
The task of the employee should be structured in a simple and easiest way so that the employee can understand and perform it well. With this, the employee gets clear vision of the type of task they are obliged to do. Task structure consists of job descriptions and procedures. In a team or group of people, the task of each individual are inter-related and connected to each other’s performance. The group has a single objective and everyone in the team works towards its achievement. They decide on the course of action, carry out the plan, and monitor the performance and take corrective actions as required.
The process of intrinsic motivation
Job design is also affected by the intrinsic values of the employee. Intrinsic values include money, rewards, bonus, good working environment and so on. For example, an employee is given extra bonuses on festivals and overtime when they work after office hours.
The job characteristics model
Hackman and Oldham (1974) have developed the job characteristics model. According to them, there are five core job characteristics:
Skill variety : The job should always be challenging. Challenging job makes the job more interesting and exciting so that services provided by the employees and managers can be utilized properly.
Task identity : The job which has been started have to be completed fully. It involves completing a job from starting to end. For example, your boss assigns you make report of the clients, after sometime you find the same tasks being assigned to other colleagues. Hence, you should talk to your boss to avoid doing so as it saves time and energy and can be utilized in some other job.
Task significance : The task that one did should have a positive impact on the company’s performance. The outcome of the task must influence others and the organization in some way.
Autonomy : This helps the employee to do the task in his own way. This provides freedom to the employee in scheduling the task and deciding how they are going to perform it.
Feedback: Feedback plays an important role in job design. It is essential for an individual to determine the task he/she performed was effective or not.
The implications of group activities
All employees should be considered while assigning the job. The biasness in job implication negatively affects the job designing process. The job should be implicated according to the field an individual want to work in and are good at.
Hence, organizational structure, managerial skills, technology and control systems also affects the job design.
References
Akrani, G. (2011). What is Job design. Kalyan City Life (Sharing Wisdom and Vivid Memories of Life).
Armstrong, M. (2012). Armstrong’s Handbook of Human Resource Management Practice, 12th edition. London N1 9JN: Kogan Page.
Job design is one of the main functions of human resource management. Job design means tracing the duties, responsibilities, task, process, and relationships required to perform a certain job. 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” (Armstrong, 2012). In simple terms, job design is the process of assigning the job to the individual and outlining his/her duties and responsibilities. Job design also gives information about the qualifications required for doing the job and the reward (financial and non- financial benefits) for doing the job (Akrani, 2011).
A job satisfaction study compiled by CareerJournal.com asked satisfied workers to describe their jobs. The study found that highly satisfied employees consistently listed four factors: intellectual stimulation, job security, high levels of control and autonomy, and direct contact with clients and customers (google, n.d.)
Job design is affected by various internal as well as external factors. Among these. The various factors affecting job design are listed below:
The characteristics of jobs
The characteristics of job identify the various aspects of a job, such as skill, variety, task identity, autonomy and feedback. No job is perfect but managers can at least give a shape to the job done by the employees. Job range refers to the number of activities or action performed by an individual to complete a task. The influence of an employee in his work environment such as decision making and accountability (Dictionary, 2018). Whereas, job relationship refers to the relationship between job holders, managers and the organization.
The characteristics of task structure
The task of the employee should be structured in a simple and easiest way so that the employee can understand and perform it well. With this, the employee gets clear vision of the type of task they are obliged to do. Task structure consists of job descriptions and procedures. In a team or group of people, the task of each individual are inter-related and connected to each other’s performance. The group has a single objective and everyone in the team works towards its achievement. They decide on the course of action, carry out the plan, and monitor the performance and take corrective actions as required.
The process of intrinsic motivation
Job design is also affected by the intrinsic values of the employee. Intrinsic values include money, rewards, bonus, good working environment and so on. For example, an employee is given extra bonuses on festivals and overtime when they work after office hours.
The job characteristics model
Hackman and Oldham (1974) have developed the job characteristics model. According to them, there are five core job characteristics:
Skill variety : The job should always be challenging. Challenging job makes the job more interesting and exciting so that services provided by the employees and managers can be utilized properly.
Task identity : The job which has been started have to be completed fully. It involves completing a job from starting to end. For example, your boss assigns you make report of the clients, after sometime you find the same tasks being assigned to other colleagues. Hence, you should talk to your boss to avoid doing so as it saves time and energy and can be utilized in some other job.
Task significance : The task that one did should have a positive impact on the company’s performance. The outcome of the task must influence others and the organization in some way.
Autonomy : This helps the employee to do the task in his own way. This provides freedom to the employee in scheduling the task and deciding how they are going to perform it.
Feedback: Feedback plays an important role in job design. It is essential for an individual to determine the task he/she performed was effective or not.
The implications of group activities
All employees should be considered while assigning the job. The biasness in job implication negatively affects the job designing process. The job should be implicated according to the field an individual want to work in and are good at.
Hence, organizational structure, managerial skills, technology and control systems also affects the job design.
References
Akrani, G. (2011). What is Job design. Kalyan City Life (Sharing Wisdom and Vivid Memories of Life).
Armstrong, M. (2012). Armstrong’s Handbook of Human Resource Management Practice, 12th edition. London N1 9JN: Kogan Page.
Dictionary, B. (2018). WebFinanceInc. Retrieved from google: businessdictionar.com/definition/j...
google. Retrieved from Job design: www,whatishumanresource.com/job-design