Transcript
PRESENTATION ON JOB DESIGN
Group ANirajan NirmalPema
RajendraSrijana
Concept of Job designBenefits of Job designFeatures of Job designMethods:1. Scientific Management Method.2. Herzberg’s Method (Job Enrichment
Method)3. Job Characteristics Method.4. Open Socio-technical Method.5. Work Team method.
CONTENT
CONCEPT
Job Design
BENIFITS OF JOB ANALYSIS
HR Planning
-Provides essential information for management before making organizational decisions
-Show actual number and nature of jobs within the company
-Create precise job descriptions
-Bring the specifics of a position in focus
-Maintain the competitiveness of the company in the market
CONTD.....
Setting & Monitoring Performance Standards
-Establish a job’s specific activities and performance
standards
-Carry out objective performance appraisal
-Identify major job responsibilities for inclusion in a
performance management system.
CONTD...
Compensations & Benefits
-Evaluate and establish appropriate levels of compensation based on job value
-Develop compensation programmes based on different skill levels
-Create an obvious effect in motivating employees
CONTD..
• Recruitment & Selection
-Establish relevant standards and requirements for personnel selection purposes
-Locate suitable pool of candidates for recruit and hire-Develop unbiased interview questions
-Get rid of unnecessary tasks and positions
-Know what should be done for the job
• Training
-Expose skills that require by various jobs
-Define contents of training programmes
-Identify health and safety hazards and
working conditions that require special
training
OBJECTIVES OF JOB DESIGN
The three main objectives that a manger tries to realize in specifying jobs are
1. Technical feasibility2. Economic feasibility3. Behavioral feasibility
METHODS OF JOB DESIGN
1. Scientific management2. Herzberg's method3. Job characteristics method4. Open socio technical method5. Work team method
SCIENTIFIC MANAGEMENT
F.W TaylorSpecialization, standardization,
and simplification Job simplify by breaking down of
job
ADVANTAGES
Increases productivity Cost effective Less trained and low paid employees
can also do the job
DISADVANTAGES
Overspecialization ,boredom, high labor turnover
Employee may feel monotonous Applicable for labor intensive and
assembly line job
JOB CHARACTERISTICS APPROACH (JCA)Hackman and Oldham in 1975To alter a job’s character and create conditions of
high work motivation, satisfaction and performance by recognizing that people respond differently to the same job.
BenefitsInternal Work MotivationOrganizational CommitmentWork SatisfactionPerformance Quality
INTERNAL MOTIVATIONMeaningfulnessResponsibilityKnowledge of the Results
JOB CHARACTERISTICSSkill Variety Task Identity Task Significance Autonomy Feed Back
Skill Variety Experience Task Identity Meaningfulness High Internal Task Significance Of The Work Work Motivation
Autonomy Experience Responsibility High Satisfaction
For Outcome Of The Work with Work
Feedback Knowledge Of The Actual Low Absenteeism
Results Of The Work and Turnover
Activities
Core Job Dimension
Critical Psychological
Personal And Work Outcomes
Employee Growth Need Strength
MOTIVATING POTENTIAL SCORE (MPS)
SA = Skill Variety TI = Task Indentity TS = Task Significance A = Autonomy F = Feedback
CRITICISMEmployee PerceptionIntrinsic Elements
HERZBERG’S MOTIVATION-HYGIENE THEORY
Emerged 1960’s Satisfaction and motivation Pittsburgh industry
Satisfaction No Satisfaction
• Motivation Factors• Achievement• Recognition• The Work Itself• Responsibility• Advancement And Growth
Dissatisfaction No Dissatisfaction
• Hygiene Factors• Supervision• Working Condition• Inter Personal Relations• Pay And Security• Company Policy And Administration
Satisfy Lower –Order Needs Increasing Salary And Wages Better Working Conditions
Satisfy Higher–order Needs Recognition Achievement Responsibility Growth And Advancement
Element for Job design1. Direct Feed Back2. Client Relationship3. New Learning4. Scheduling5. Unique Expertise6. Control Over Resources7. Direct Communication8. Personal Accountability
CRITICISMLimited methodology No overall measure of satisfactionrelationship
OPEN SOCIO-TECHNICAL METHOD
• Method considers both the job oriented technical system and the accompanying social system.• Considers:a. Nature of the job performed
(technical system)b. Role of employees and their
needs (social system)
Physical and social environment is kept in view while designing the jobs.
Approaches merges the technical needs of the organization with social needs of the employees.
Restructures: Jobs, Relaionship, and technologies to do job.
Open socio-technical method uses the following guidelines in job design:
a. A job should be demanding for the individual. It should provide variety.
b. Employees should continuously learn on the job.
c. Employees autonomy in work- related decision making.
d. Employees need social support and recoginition in the work place.
e. Employees should be able to relate the jobs to their socil lives.
f. Employees should believe that jobs will lead to desirable future in terms of rewards.
WORK TEAM METHODWorks teams are self-directed teams.Group of employees with widely defined
jobs and responsibilities to achieve specific goals.
They solve problems, implement solutions and take full responsibility for outcomes.
Performs related or interdependent jobs.
Select own members and eveluate each other’s performance.
Teams members are1. Highly commited2. Decide collectively 3. Interact continiously 4. Work closely 5. Determine work assignment and
working methods 6. Practice self-supervision.
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