Job design determines the way work is organized and performed. Job design typically refers to the way that a set of tasks, or an entire position, is organized.
The aim of Job design Is to Improve Job satisfaction, to Improve quality and to reduce employee problems (e. G. , grievances, absenteeism, turnover etc). Good design incorporates the relationship with organizational goals and values and should be well understood in order to align and prioritize the job's responsibilities. The design should: * Allow for employee input.Employees should have the option to vary activities according to arsenal needs, work habits, and the circumstances In the workplace.
* Give employees a sense of accomplishment. * Include training requirements so employees know what tasks to do and how to do them properly. * Provide good work/rest schedules. * Provide feedback to the employees about their expected performance.
The various techniques used in Job design are: Job enlargement: It is the horizontal expansion of the Job. It is increasing the scope of a Job through extending the range of its Job duties and responsibility generally within the same level and periphery.Job enrichment: It Is the vertical expansion of the Job. It gives the worker opportunities for achievement, advancement, responsibility, recognition and growth. Job rotation: A job design technique in which employees are moved between two or more Jobs in a planned manner.
The objective Is to expose the employees to different experiences and wide variety of skills. Job characteristics model: It provides an Insight to understand behavioral pattern of individuals and to adjust Job accordingly so that Individuals could be more productive.On the other hand, Job analysis is the formal process of identifying the content of a job in terms activities involved and attributes needed to perform the work and identifies major Job requirements . A Job analysis is the process used to collect information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job -Job analysis was conceptualized by two founders Frederick Taylor and Lillian Miller Gilbert In the early 20th century. Job analysis provides information to organizations which helps to determine which employees are best fit for specific jobs.
An important concept of Job Analysis is that the analysis Is conducted of the Job, not the person. While Job Analysis data may be collected from incumbents through interviews, observation, questionnaires, employee record or combination of methods. The product of the analysis is a description or specifications of the Job, not a description of the person. The purpose of Job analysis Is to determine why Jobs exist, what tasks are required within the Job, when, where and how the job is performed, under what conditions, and what lubrications are needed to perform the Job, what machinery or equipments are used in the job.Job Analysis should collect information on the following areas: * Duties and Tasks The basic unit of a Job is the performance of specific tasks and duties.
Information to be collected about these items may include: frequency, duration, effort, skill, complexity, equipment, standards, etc. * Environment This job. The work environment may include unpleasant conditions such as offensive odors and temperature extremes. There may also be definite risks to the incumbent such as noxious fumes, radioactive substances, hostile and aggressive people, and dangerous explosives.
Tools and Equipment Some duties and tasks are performed using specific equipment and tools. Equipment may include protective clothing. These items need to be specified in a Job Analysis. * Relationships Relationship with internal or external people. * Requirements The knowledge, skills, and abilities (Soak's) required to perform the Job. Importance of both concepts to the manager A Manager is the person responsible for planning, directing and controlling the work f a group of individuals, monitoring their work, and taking corrective action when necessary.
The manager must be familiar with the work of all the groups he/she supervises. He needs to know about the requirement of the Job and the work performed in order to get quality work so that organizations goal could be met. Job analysis and design helps the manager in analyzing the resources and establishing the strategies to accomplish the business goals and strategic objectives. It provides the proper match between work and the employee capabilities.The managers can SE them in performance review to identify or develop goals and objectives, performance standards, evaluation criteria, length of probationary periods, and duties to be evaluated. They can also be used in selection procedures to identify or develop Job duties that should be included in advertisements of vacant positions.
The manager can use them in the preparation of Job description and Job specification which in turn helps to hire the right quality of workforce into an organization. Hence it is important for the manager to understand the concept of Job analysis and design both.
