Job Design blog-6

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Job Design

Designing a job is a challenging task for HR in an organization, HR act as a middle man in this scenario, understanding the organizations need and expectation on a job role should be reflected from the recruitment, further the applicant should be agree for the organizations expectation towards his/her’s  perks and benefits he/she supports to get from the organization

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, p. 494).

According to another definition, job design “is the functions of arranging task, duties and responsibilities in to an organizational unit of work” (Ali and Aroosiya, 2012, p. 4).

 Job design should start with an analysis of task requirements, namely what should be done, and then it should take into account the following motivating characteristics: autonomy, responsibility, discretion, and finally self-control (Armstrong, 2003). Chaneta (2011, p. 2)

Chaneta (2011) states the criteria that should be taken under consideration for job design, which are the following  - maximise the degree of specializing,   minimise the time required to do the job,   minimise the level of skill required , minimise learning time/ training time,   maximise the use of the machines and minimise the degree of flexibility in the performance of the job.

A broad definition of Job design would encompass disclosure by scholars have customarily describes jobs as set of tasks which is deliberated plan to be accomplish by one employee and tasks in simple words is the allocation of small patches of work to an employees who have been accomplish it within the given time period (Griffin, 1987).

Reference -

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

Hussain Ali and Aroosiya, 2010, IMPACT OF JOB DESIGN ON EMPLOYEES' PERFORMANCE,

ICBI 2010 - University of Kelaniya, Sri Lanka , viewed 3rd nov 2012

Chaneta,  I.  (2011).  Supporting  workers’  performance  at  work-place  through  job  designing.  Journal  of Comprehensive Research. Retrieved from http://jupapadoc.startlogic.com/compresearch/papers/JCR11-1.pdf

Griffin, R. W. (1987). Toward an integrated theory of task. Research in Organizational Behavior, 9, 79–120