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Human Resource Management: Job Design
Human Resource Management: Job Design
Management
Job Design
Lecturer : P. J
Unit Title : MS 2233
Stage of the Course: Year II Semester II
Content
Define what Job Design means.
Significance of Job Design.
Approaches to Job Design.
Understand Elements of Job Design
Trade off between Efficiency Elements
and Behavioral Elements of Job Design.
Job Design
• “The function of arranging tasks,
duties and responsibilities into an
organizational unit of work for the
purpose of accomplishing a certain
objective.” (Opatha , 1995)
Responsibilities
– Job Enlargement
– Job Enrichment
– Job Rotation
– Group Technique
– Ergonamics
Approaches to JD Contd…
Scientific Technique
– A technique derived from Scientific
Management.
Job Enlargement
– Increasing the scope of a job by including a
new related duty or duties in addition to the
current duties involved.
Job Enrichment
– Increasing the depth of a job by expanding
authority and responsibility for planning,
doing and controlling the job.
Job Enrichment
Seven useful starting points
1. Remove some controls while retaining
accountability.
2. Increase the accountability of individuals for their
own work.
3. Give a person a complete unit of work
4. Grant additional authority to an employee.
5. Make periodic reports back to employee rather
than to his or her superior.
6. Introduce new and more difficult tasks.
7. Assign individual tasks which enable them to
become experts.
Approaches to JD Contd…
Job Rotation
– Shifting an employee from one particular job to
another without limiting the employee to do a
particular job only.
Group Technique
– Designing jobs so that a group of individuals can
perform it
Professional Technique
- Designing job according to certain
accepted profession
Approaches to JD cont…
Ergonamics;
concerned with trying to shape jobs to fit
the physical abilities and characteristics
of individuals rather than the other way
around….In addition to fulfill their legal
obligations, this accommodation helps
them (organisations) better utilize their
work forces.
(R.S schuler & S.A youngblood)
Elements of Job Design
There are two categories of elements.
1. Efficiency Elements
Division of Labour
Standardization
Specialization
2. Behavioral Elements
Skill Variety
Task Identity
Task Significance
Autonomy
Feedback
Efficiency Elements
Division of Labour
– Breaking jobs into their smallest components and
employing separate / different persons to do each
part separately.
Standardization
– The “one best way” to do a certain job/task/duty
with a more simplicity and at a lower cost that is
discovered through work study and then, having
accepted it every person follows.
Specialization
– An employee’s concentration on one particular type
of work so that the employee acquires an expertise
in that type of work.
Behavioural Elements
Skill Variety
– The extent to which the job requires use of
different skills.
Task Identity
– The extent to which the job involves doing
some complete piece of work.
Behavioural Elements
Task Significance
– The extent to which the job has an impact on
other people’s work.
Autonomy
– The degree of independence and freedom of
the job holder has.
Feedback
– The extent to which clear information of results in
respect of individual efficiency and effectiveness is
provided.
Trade off between Efficiency and
Behavioural Elements
Efficiency Elements
– Greater specialization, less task variety, less
task identity, low task significance, and
minimum autonomy.
– More efficient but less satisfaction
Behavioural Elements
– More variety, more task identity, high task
significance, more autonomy and more
feedback
– More satisfaction but less efficiency.
Job design is a Continuous Process
Changing Environment
– IT revolution , Customer expectations
Changing Strategies
– Due to environmental pressure
Thank You !