This document discusses job design in human resource management. It defines job design as deciding the contents of a job, including duties, responsibilities, and relationships. Proper job design is important for staffing as it can motivate highly efficient managers and improve productivity, while poor design can cause issues like absenteeism. Key aspects of job design include the tasks, how and when they are done, their order, and factors affecting the work. Benefits include allowing employee input, integrating training, and offering good work-rest schedules and physical adjustments. Factors like the individual, technological changes, and organizational needs impact job design.

1. Name:Name: Anushree AmbardekarAnushree Ambardekar
Section:Section: Su1Su1
Roll no.:Roll no.:1414
Subject:Subject: Introduction to HumanIntroduction to Human
Resource ManagementResource Management

2. Meaning
Importance
Benefits
Factors
Approaches

3. What is Job Design?What is Job Design?
 Job designJob design means to decide the contents of a job means to decide the contents of a job
 It fixes the duties and responsibilities of the job, the It fixes the duties and responsibilities of the job, the
methods of doing the job and the relationships methods of doing the job and the relationships
between the job holder (manager) and his between the job holder (manager) and his
superiors, subordinates and colleaguessuperiors, subordinates and colleagues..

4. Importance of Job DesignImportance of Job Design
 Job design is a very important function of staffingJob design is a very important function of staffing
 If the jobs are designed properly, then highlyIf the jobs are designed properly, then highly
efficient managers will join the organisationefficient managers will join the organisation
 They will be motivated to improve theThey will be motivated to improve the
productivity and profitability of the organisationproductivity and profitability of the organisation
 However, if the jobs are designed badly, then itHowever, if the jobs are designed badly, then it
will result in absenteeism, high labour turnover,will result in absenteeism, high labour turnover,
conflicts, and other labour problemconflicts, and other labour problem

5. Points to RememberPoints to Remember
 What tasks are doneWhat tasks are done
 When and how the tasks are doneWhen and how the tasks are done
 How many tasks are doneHow many tasks are done
 In what order the tasks are doneIn what order the tasks are done
 Factors which affect the workFactors which affect the work
 Organization of the content and tasksOrganization of the content and tasks

6. Benefits of Job DesignBenefits of Job Design
I.I. Employee Input:Employee Input: A good job design enables a good jobA good job design enables a good job
feedback. Employees have the option to vary tasks as perfeedback. Employees have the option to vary tasks as per
their personal and social needs, habits and circumstances intheir personal and social needs, habits and circumstances in
the workplace.the workplace.
II.II. Employee Training:Employee Training: Training is an integral part of jobTraining is an integral part of job
design. Contrary to the philosophy of “leave them alone’ jobdesign. Contrary to the philosophy of “leave them alone’ job
design lays due emphasis on training people so that are welldesign lays due emphasis on training people so that are well
aware of what their job demands and how it is to be done.aware of what their job demands and how it is to be done.
III.III. Work / Rest Schedules:Work / Rest Schedules: Job design offers good work and restJob design offers good work and rest
schedule by clearly defining the number of hours anschedule by clearly defining the number of hours an
individual has to spend in his/her job.individual has to spend in his/her job.
IV.IV. Adjustments:Adjustments: A good job designs allows for adjustments forA good job designs allows for adjustments for
physically demanding jobs by minimizing the energy spentphysically demanding jobs by minimizing the energy spent
doing the job and by aligning the manpower requirements fordoing the job and by aligning the manpower requirements for
the same.the same.

7. Factors Affecting Job DesignFactors Affecting Job Design