JOB Design Technique

 

    JOB Design Techniques

                        

       Figure 1: Job Design

Job design is a work arrangement procedure that aims to reduce or eliminate job discontent and employee alienation caused by repetitive and mechanistic duties. Organizations strive to boost productivity levels through job design by providing non-monetary rewards such as a better sense of personal achievement in addressing the increased difficulty and responsibility of one's work. Various strategies utilized in a job design exercise include job growth, job enrichment, job rotation, and job simplification.

Definition –

The division of work tasks assigned to an individual in an organization that specifies what the worker does, how they do it, and why they do it is known as job design. Job design that is effective adds to the attainment of company goals, employee motivation, and satisfaction (oldham, 1975).

Techniques of JOB Design

there are four basic techniques that are commonly used by the organizations for designing and redesigning all types of jobs

Job Rotation

Job Enlargement

Job Enrichment

Job Simplification

 Technique 1 # Job Rotation - Within a working group, job rotation refers to the movement of an employee from one job to another. By introducing a variety of tasks into employees' existing work profiles, it aims to add variety and reduce boredom. A horizontal transfer of an employee to a job of the same level and rank is known as job rotation.

Job rotation is a management-led development program in which an employee is rotated through a series of responsibilities. It is also intended to allow skilled and bright individuals to obtain a better understanding of a company's numerous procedures. Job rotation produces job variation, which leads to reduced monotony and higher job satisfaction. There are a number of approaches that can be used to improve the success of job rotation programs (latham, 1981).

Technique 2 # Enlargement - job enlargement is the process of expanding the scope of a job by adding more tasks and responsibilities to it. It entails delegating a variety of tasks or responsibilities to employees at the same level. To put it another way, job enlargement aims to make employees' occupations more exciting by adding similar tasks or activities to their existing work profiles. The increased tasks or responsibilities do not necessitate the acquisition of new talents; rather, they can be carried out with the same skills and effort as before. For example, a clerk's employment can be expanded by adding equivalent responsibilities to his or her existing job description. Typing letters was part of the clerk's initial job description. Both criticism and praise have been leveled at job expansion.

Technique 3 # Enrichment - Job enrichment is the process of creating a job so that people have more power over planning, decision-making, and control. Employees are most motivated by opportunities for achievement, recognition, responsibility, and progress. Herzberg is the one who invented the term "job enrichment." In his two-factor theory of motivation, he placed a higher focus on job enrichment.

Technique 4 # Simplification – Job simplification entails breaking down a job into little components, which are typically made up of simple tasks. Employees are then assigned separate jobs based on these segmented work components. This method is used to allow employees to execute these tasks without requiring much specialized training. It also promises to increase job pace by allowing multiple minor jobs to be completed simultaneously and swiftly. Time and motion studies are commonly used to accomplish this strategy.

                                             Job Design & Analysis

                                                                            

                                    Figure 2: Video Job design & Analysis     Source: YouTube

 

Conclusion

Purpose of job design is increasing the efficiency, productivity and quality of the product in company by using Job rotation, enlargement, enrichment & Simplification.

 

References

 

latham, 1981. economicsdiscussion. [Online]
Available at: https://www.economicsdiscussion.net/human-resource-management/techniques-of-job-design/31943
[Accessed 28 4 2022].

oldham, h. &., 1975. Job Design. Reaserchgate.