Job design follows job analysis i.e. it is the next step after job analysis. It aims at outlining and organising tasks, duties and responsibilities into a single unit of work for the achievement of certain objectives. It also outlines the methods and relationships that are essential for the success of a certain job. In simpler terms it refers to the what, how much, how many and the order of the tasks for a job/s.Job design essentially involves integrating job responsibilities or content and certain qualifications that are required to perform the same. It outlines the job responsibilities very clearly and also helps in attracting the right candidates to the right job. Further it also makes the job look interesting and specialised.There are various steps involved in job design that follow a logical sequence, those that were mentioned earlier on. The sequence is as follows: * What tasks are required to e 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?
| All these questions are aimed at arriving upon a clear definition of a specific job and thereby make it less risky for the one performing the same. A well defined job encourages feeling of achievement among the employees and a sense of high self esteem. The whole process of job design is aimed to address various problems within the organisational setup, those that pertain to ones description of a job and the associated relationships. More specifically the following areas are fine tuned: * Checking the work overload.
* Checking upon the work under load.
* Ensuring tasks are not repetitive in nature.
* Ensuring that employees don not remain isolated.
* Defining working hours clearly.
* Defining the work processes clearly.
The above mentioned are factors that if not taken care of result into building stress within the employees.
Job design is the allocation of specific work tasks to individuals and groups. Allocating jobs and tasks means specifying the contents, method, and relationships of jobs to satisfy technological and organizational requirements, as well as the personal needs of jobholders. WHY IS JOB DESIGN IMPORTANT?
| EMPLOYEE BENEFITS
1) Increased productivity and efficiency.2) Less need for close staff supervision, checking and control.3) More effective work teams.4) Skilled and flexible workforce to meet work requirements.5) Targeted training to maximize value for training investment.6) Improved talent management and succession planning.7) Safer and healthier workplace.8) Improved employee attraction, engagement and retention.
| 1) Greater clarity of work roles, purpose and accountabilities.2) Shared understanding of work expectations with supervisor.3) Good team work, relationships and resources are clearly defined.4) Opportunity to develop work skills and take up different challenges.5) Targeted training to meet current and future job needs.6) Better career pathways and development opportunities 7) Support of work/ life balance.8) Increased job satisfaction and engagement.
| WHEN IS JOB DEISGN NEEDED?
* priorities, objectives, structure or operations there is significant change to organisational * individual roles change
* new technology is used for the work
* work needs to be reorganised to achieve operational efficiencies * job vacancies occur
* improved work practices need to be implemented
* new positions are created
* new functions are taken on by the business unit
* managers and staff discuss job performance and future directions of the position
WHERE JOB DESIGN COUNTS MOST
* Job evaluation
Information about the design of the job is needed for job evaluation, which is the process of comparing the job with other jobs in an organisation to determine the appropriate grade. * Recruitment...
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