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Job design is the process of defining specific duties, tasks, and relationships required to accomplish particular jobs. Its objective is to establish procedures and structure necessary for employees to perform the jobs. It also involves establishing goals and objectives for the personnel involved in completing the tasks involved. In order for employees to be successfully involved in job design, there have to be clear defined goals, objectives, and guidelines.

Job Design Meaning

The process of arranging work into the tasks needed to complete a particular job is known as job design. It entails making deliberate efforts to group activities, roles, and obligations into a work unit in order to achieve specific goals. The design and specification of individual employees within the company can pique the interest of an HR manager.

 

Job design (also known as job analysis) has to do with organizing activities, jobs, tasks, and relationships of an existing job. The analysis will help you understand how you can improve your job and make it more meaningful to your staff and to the people who work for you. When: An organization creates a new job. An individual, who is newly hired, is made responsible for certain duties. Check out Chatonic to read some interesting articles.

Job design in HRM

Job design in HRM  has to do with analyzing jobs, their activities, responsibilities, and relationships. When an individual is hired for a job, he or she is given the task of performing a series of tasks related to that job description. Those tasks are designed by another person who is responsible for overall productivity and financial advice which is also measured by productivity. Overall job satisfaction, job performance, job quality, job satisfaction, job layout, and job analysis are all part of job design.

An employee’s role in what is called job design is to define the activities and responsibilities related to his or her job, and to organize these responsibilities according to a structured system. Often, tasks are designed so that the employee will be responsible for some of them; however, the employee must also understand that he cannot perform all tasks and he or she must take care not to neglect any important assignment. Job design involves the division of labor and the assignment of tasks among different employees or groups of employees.

 

Job Design Benefits

  1. Job designs that provide employees with more access, comfort, and versatility are more likely to boost morale and productivity. 
  2. The job material, i.e., tasks and functions, work methods, the skills, experience, and abilities needed for performing the jobs, the interrelationship between the jobs, and the incentives the employees will receive upon completion of the job are all defined by job design.
  3. In order for an organization to successfully implement what is called job design, there must be a well-defined organizational plan. This plan should include what is to be done, how it is to be done, when it is to be done, and how it should be evaluated and controlled. 
  4. Job analysis is very important before implementing what is known as “structured planning”. Job analysis is a means for the superior and subordinates to know what is required of them and to adjust or alter their behavior and performance to meet the objectives of the job analysis.
  5.  The objectives of the job analysis are the jobs that will be accomplished and the relationships that will be established between the people involved in fulfilling those jobs.

Job redesigning jobs is the process of adjusting the existing structures and processes within a company in order to make them more flexible so that new jobs can be added without interrupting production. Many companies have been successful with what is called “structured planning” because they were able to identify the jobs that needed to be performed and the relationships among the different people involved. Once these jobs and relationships are identified, then the restructuring process can begin.