Human Resource Management

Job design

Job design

Job design helps to determine: What tasks are done, how the tasks are done, how many tasks are done, and in what order the tasks are done. It takes into account all factors which affect the work, and organizes the content and tasks so that the whole job is less likely to be a risk to the employee. The objective of job design is therefore, to develop work assignments that meet the requirements of the organization and the technology, and at the same time also satisfy the personal and individual requirements of the job holder.

Job Design is the process of putting together various elements to form a job, bearing in mind organizational and individual worker requirements, as well as considerations of health, safety, and ergonomics. Job Design typically refers to the way that a set of tasks, or an entire position, is organized. Our Job Evaluation Coordinator can help you determine:

Various techniques of job design are

Simplification of Job

Job Enlargement

Job Enrichment

Job Rotation

Simplification of Job:

In job simplification jobs are broken in to very small parts as in assembly line operations and work can be done by same individual repeatedly and it will increase productivity and proficiency of individual. However it produces boredom and monotony in worked.

Job Enlargement:

Job enlargement expands job horizontally. It increases job scope; that is, it increases the number of different operations required in a job and the frequency with which the job cycle is repeated. By increasing the number of tasks an individual performs, job enlargement, increases the job scope, or job diversity. Instead of only sorting the incoming mail by department, for instance, a mail sorter’s job could be enlarged to include physically delivering the mail to the various departments or running outgoing letters through the postage meter.

Job Rotation:

Job rotation is the systematic and planned rotation of individuals in pre-determined jobs  (other than their own) so they can gain additional knowledge or skills.  It is done quite a bit for developing managers (because they need to be familiar with operations overall) and also used with others who want to advance to a new role or become more knowledgeable in their current job role.

Job Enrichment:

Job enrichment is an approach to job design.  The focus is to increase the depth of the job (by the amount of discretion and responsibility the job holder has).  It is different from job enlargement (which focuses on increasing the number of tasks a job holder is responsible for performing .

Job design