The document defines job design according to several experts. Michael Armstrong defines job design as the process of deciding the contents, duties, responsibilities, methods, systems, and relationships for a job. Mathis and Jackson define job analysis as integrating work content, rewards, and qualifications for each job to meet employee and organizational needs. Popplewell and Wildsmith define job design as consciously organizing tasks, duties, and responsibilities into a unit of work to achieve objectives. The document was prepared by Manu Melwin Joy from Ilahia School of Management Studies in Kerala, India.

1. Job Design - Definition
Compensation Management

2. Prepared By
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Manu Melwin Joy
Assistant Professor
Ilahia School of Management Studies
Kerala, India.
Phone – 9744551114
Mail – manu_melwinjoy@yahoo.com

3. Job Design
• Michael Armstrong has defined
job design as "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 superiors, subordinates
and colleagues".

4. Job Design
• Mathis and Jackson have
defined job analysis as "a
process that integrates work
content (tasks, functions,
relationships), the
rewards(extrinsic and
intrinsic), and the
qualifications required (skills,
knowledge, abilities) for each
job in a way that meets the
needs of employees and
organisations."

5. Job Design
• Popplewell and Wildsmith
define job design in these
words: "......involves conscious
efforts to organize tasks,
duties, and responsibilities into
a unit of work to achieve
certain objectives".

6. Job Design
• Popplewell and Wildsmith
define job design in these
words: "......involves conscious
efforts to organize tasks,
duties, and responsibilities into
a unit of work to achieve
certain objectives".