JOB DESIGN

DEFINITION

Michael Armstrong: 
Job design is defined as “the specification of
methods, relationship, and content related to
the job that is to fulfill the organizational and
technological requirement along with the
social and individual requirement of the
employee”.
Ali and Aroosiya,
Job design can be understood as the
functions of arranging duties, tasks and
responsibility are to an organization unit or
work.
 Job design

 Job design as the name suggests means designing for an employee in such a way that eliminates all the negative aspects of his/her job.

 In such a scenario they need to adjust themselves to the new job design.

 This becomes imperative for the people who are bored with their job, who need some challenge in their work, who are tired of carrying
out their monotonous job every day, for those who have low satisfaction with their job and who are looking for a change.

 Instead of compelling them to change their job , job design is a win-win solution.
 What is Job Design in HRM?

Job design in HRM can be understood as the process

through which the job process is defined, the work of
the group is organized, which involves structuring the
workplace on the basis of the job analysis.

In job design, HR also has to take into consideration

the whole organization's goal so that the individual
and group goal is aligned in such a way that the
organizational goal is achieved.
IMPORTANCE OF JOB DESIGN

• Job design yields many benefits for the organization as a whole and on an individual level as well:

A. Improve the quality of work:

B. Provide meaning to work:  

C. Provide challenging work:

D. Increased output and decreased cost: -

E. Increased job satisfaction:

Process
Of
Job
Design
 Job
Information
 HR needs to have the information about the job being performed by the
employee;.
 So it is important to have the proper documentation work about the role
and duties be done on time and should be communicated properly to the
employees. What all information to have:
1) Specific tasks, areas of responsibility, and examples of work being carried
out
2) Time spent on each task or specific area of responsibility to be done
3) Important of each element in the job and its relationship or ratio to the
total operation of the job
4) Scope of the job and its impact on the operations
5) Working relationships with other players, like managers, team members,
customers
6) Methods, techniques, and equipment that are used
7) Job climate that includes the work environment
8) What are the job conditions like discomfort, chasing deadlines, creativity
and innovation, physical efforts, and innovations?
 The next is to analyze all the information collected and the
HR has to pick out the imperative and important aspect of
the job that is required to be done and the responsibilities
that are to be carried out in the job.

 For HR doing the Job analysis, it is better for them to have

Job analysis
a line manager specific to that domain to be a part of the
process for better accuracy.

 Not only do the duties and responsibilities of the job have

to be kept in mind but HR also needs to see how the
employees are feeling about the job.
 Develop
 On the basis of the information analyzed about the
job and about how the employee feels about his/her
Job
Design
job.
 To check, if there is any sign of discomfort or
dissatisfaction regarding their job.
 There are various job design methods which are
explained below in this article. Plan
• After deciding on the job design method to
be rolled out, HR needs to implement it in a
successful way, where the goal of the
individual and the company are in
alignment.
• And you also need to guide the employee
at every step about their role and
responsibilities and why it will be beneficial Implementation
for them to carry out the action for a
particular job design method.
Job Design Method OR
Techniques
 Job Rotation
Job rotation is the final job redesign strategy that assigns
workers to an alternate job on a temporary basis.

First, it provides employees with something new to learn

and do beyond what their normal job does.

 Second, it provides employees with a broader perspective

on how the organization operates as a whole.

Third, it increases the employee's understanding of what

his or her coworkers do, which leads to a higher degree of
respect for what others do.

 Finally, it offers an employee the chance to gain additional

skills, which increases their value to the organization.
 Job Simplification
• It is the process where a few tasks are
removed from the job to make the job more
focused on the main job. The aim behind
this method is to initiate improved work
methods that can maximize the output along
with minimizing expenses and costs.
• job simplification refers to eliminating tasks
from existing roles for an individual to
focus on a specific role. It aims to create
better work methods that maximize output
while minimizing expenditure and cost.
 Job Enrichment
This is the method where the motivators are
added to the existing job.

Like adding skill variety, extra tasks, giving

feedback, meaning to the job, and increasing
autonomy.

Through this method, the job is made more

meaningful for the employee.
 Job Enlargement
Job enlargement is a job redesign strategy that
increases only the tasks of a particular job.

While job enlargement is limited in that it does

not provide the additional responsibilities or
authority that job enrichment does, it is useful in
reducing some of the monotony associated with
doing the same thing day-in and day-out.

 The belief is that once boredom is reduced,

motivation to perform at higher levels of
productivity increases.
 For example

 Jeff works as a trash man for the city. His

boss might switch the routes that Jeff has
to cover or may ask him to pick up the
recycling routes in addition to his routine
trash routes. Even though Jeff is not given
an extra authority or challenge by taking
these additional routes, it does provide Jeff
with new tasks that can lessen the
repetitiveness of his usual trash route.
Job design is regarded as a method that is used in the
structuring of the jobs. It is communicated to the
employees, when they attend the training and
development programs, so that they are able to
generate awareness in terms of other jobs within the
organization. The job design is transferring of the
employees to different areas, so that they are able to
develop their skills and abilities