Job Design

The human resource managers have realized that the design of a job has considerable influence on the productivity and job satisfaction

Poorly designed jobs often result in boredom to the employees, increased turnover, job dissatisfaction, low productivity and an increase in overall costs of the organization.

Job design is the development and alteration of the components of a job to improve productivity and the quality of the employees work life.

Methods

Job Simplification

In job simplification, the complete job is broken down into small sub parts. this is done so that employee can do these jobs without much specialized training. Moreover, small operations of the job can also be performed simultaneously so that the complete operation can be done more quickly

Job Rotation

1)   Periodically assigning employees to alternating jobs or tasks.

2)   Job rotation only addresses the problem of assigning employees to jobs of limited scope

3)   Job rotation is often effectively used as a training technique for new, inexperienced employees.

Job Enlargement

1)   Increasing the number of tasks performed (i.e. increasing the scope of the job).

2)   When a job is enlarged, either the tasks being performed are enlarged or several short tasks are given to one worker

3)   Job enlargement implies that instead of assigning one man to each job, a group of men can be assigned to a group of jobs and then allowed to decide for themselves how to organize the work. Such changes permit more social contacts and control over the work process.”

Job Enrichment

1)   The concept of job enrichment has been derived from Herzberg’s two-factor theory of motivation in which he has suggested that job content is one of the basic factors of motivation

2)   If the job is designed in such a manner that it becomes more interesting and challenging to the job performer and provides him opportunities for achievement, recognition, responsibility, advancement and growth, the job itself becomes a source of motivation to the individual.

3)   Job enrichment is a motivational technique which emphasizes the need for challenging and interesting work. It suggests that jobs be redesigned so that intrinsic satisfaction is derived from doing the job.