Aspect of Job Design 

Job design is an important part of the HRM, which is used in order in one hand to meet the employee expectation & other hand to meet the organization goals as well.

The main objective of the job design is to reduce the stress and dissatisfaction among the employees arising due to the nature of the task

Job design can be defined as “the specification of the contents, methods, and relationships of jobs in order to satisfy technological and organizational requirements as well as the social and personal requirements of the job holder” (Armstrong, 2003).

 

 Techniques of job design

Management is using several important methods to designing the job. Some key job design techniques are as follows,

•         Job simplification
•         Job rotation
•         Job enrichment
•         Job enlargement

  

Job simplification

The job simplification means breaking the job in to easier sub parts with the intention to enhance the individual’s productivity by minimizing the physical and mental efforts required to a complex job.

By doing the same thing again and again the employees gain proficiencies in the jobs assigned to them and as result profitability of the organization increases.

Job rotation 

Job rotation is a system, which allows employees to rotate from one job to another, in a predetermined way (Durai, 2010).

In order for the job rotation procedure to be effective and the employee not be rotated in an inappropriate job position, four factors should be taken into account:

a) the gender of the employee,

b) the physical demands of the job position,

c) the knowledge, skills and capacities of the employee

d) the demands and the time needed for performing other tasks (Carnahan et al., 2000).

 Advantages of job rotation

•     Reduces the monotony of work

•     Broadens one’s knowledge and skills

•     Helps the management to explore the hidden talent of an individual

•     Helps an individual to realize his own interest

•     Helps in creating the right employee job fit

•     Developing a wider range of experience

 Disadvantages of job rotation

•    Reduces uniformity of work
•    Fear of performing another task effectively
•    Frequent interruptions in the work
•     Misunderstanding between the team members or union.
•     Difficulty in coping with other team members 

 

Job enrichment

The Job Enrichment is the job design technique used to increase the satisfaction among the employees by delegating higher authority and responsibility to them and thereby enabling them to use their abilities to the fullest.

The intention of job enrichment is to give an enhanced autonomy for the employees of an organization and improve operational efficiency for the organization itself (Durai, 2010).

According to the Lunenburg (2011), the following model has been introduced for identify the Job enrichment in deferent way,

 

   Job Enlargement 

 

Job enlargement is another type of job design when any company need for proper job design it can be opt for job enlargement. 

This involve connecting different activities at the same level in the organization and adding them to the existing job. It increases the scope of the job. Also it called the horizontal expansion of job activities.

References

Carnahan, B.J., Redfern, M.S., & Norman, B. (2000). Designing safe job rotation schedules using optimization

and heuristic search. Ergonomics, 43:4, 543-560

Lunenburg, F.C. (2011). Motivating by Enriching Jobs to Make Them More Interesting and Challenging.

International Journal of Management, Business, and Administration,

Michael Armstrong (2003). A Handbook of Management Techniques. London: Kogan Page Limited

Pravin Durai (2010). Human Resource Management. New Delhi: Pearson Education