Job Design

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.

ANY ?