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Job design


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Job design

  1. 1. JOB DESIGN By Mr. K.V.Sampath Pavan MBA, MA Eng. Lit., Assoc. Professor, SRKIT, KADAPA
  2. 2. Job design is the process of deciding the contents of a job. It fixes the duties and responsibilities of the job, the methods of doing the job and the relationships between the job holder (manager) and his superiors, subordinates and colleagues.
  3. 3.  ‘What tasks are required to be done or what tasks is part of the job?  How are the tasks performed?  What amount are tasks are required to be done?  What is the sequence of performing these tasks?
  4. 4. A well defined job encourages feeling of achievement among the employees and a sense of high self esteem.
  5. 5.  Checking the work overload.  Checking upon the work under load.  Ensuring tasks are not repetitive in nature.  Ensuring that employees do not remain isolated.  Defining working hours clearly.  Defining the work processes clearly.
  6. 6. 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.
  7. 7. 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.
  8. 8. 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.
  9. 9. Adjustments  A good job designs allows for adjustments for physically demanding jobs by minimising the energy spent doing the job and by aligning the manpower requirements for the same.
  10. 10. HUMAN APPROACH The human approach of job design laid emphasis on designing a job around the people or employees and not around the organizational processes.
  11. 11. The engineering approach was devised by FW Taylor. According to this approach the work or task of each employee is planned by the management a day in advance. The details include things like what, how and when of the task along with the time deadlines.
  12. 12. The job characteristics approach was popularized by Hackman and Oldham. According to this approach there is a direct relationship between job satisfaction and rewards.
  13. 13. Skill variety: The employees must be able to utilize all their skills and develop new skills while dealing with a job. Task Identity: The extent to which an identifiable task or piece or work is required to be done for completion of the job.
  14. 14.  Task Significance: How important is the job to the other people, what impact does it create on their lives?  Autonomy: Does the job offer freedom and independence to the individual performing the same.  Feedback: Is feedback necessary for improving performance.
  15. 15. Job Design motivates the employees for higher efficiency, productivity and generates job satisfaction than the one designed on the basis of traditional engineering system. Job design includes Job Rotation Job Enlargement Job Enrichment
  16. 16. Job Rotation is a management approach where employees are shifted between two or more assignments or jobs at regular intervals of time in order to expose them to all verticals of an organization.
  17. 17. Job enlargement means increasing the scope of a job through extending the range of its job duties and responsibilities generally within the same level.
  18. 18. Job enrichment is an attempt to motivate  employees by giving them the opportunity to use the range of their abilities.