Job Design & Job Analysis
Job Design
• Job Design: “It is concerned with changing, modifying and enriching jobs in order to capture the talents of employees while improving organization performance.”
(Bohlander and Snell, 2010)
Approaches to Job Design
• Mechanistic Approach
• Humanistic Approach
• Job Characteristics Approach
•
Socio-Technical Systems Approach
Fedric winslow taylor
Mechanistic Approach
• Work is fully planned out by the management in advance and each employee receives written instructions, describing the task to be done
• Focuses on tasks, work methods and flows,
workplace layout, performance standards, and
interdependencies between people and machines.
Humanistic Approach
• The Human Relations
approach recognized the need to design jobs which are interesting and rewarding.
•
Herzberg’s
research popularized the notion of enhancing
need satisfaction through what is called job enrichment.
Job Design and Job Enrichment
•
Job
Rotation
•
Moves employees from job to job giving them opportunities to perform a greater variety
of tasks
• Job Enlargement
•
Expands number of tasks performed, usually at same level of responsibility
• Job Enrichment
•
Empowers employees to assume more responsibility and accountability
How to implement job enrichment
•
Vertical loading
•
Allows staff to perform tasks at a range of different levels
of responsibility
•
An employee in a vertically loaded job has some of the responsibilities that management held previously.
• This approach, when implemented correctly, should lead into feelings of personal accountability and responsibility for the work outcomes .
•
· Formation of natural work teams
•
These are small groups of workers that come together
to plan how their work is best organized.
•
The objective
is to increase ownership of the task, which contributes to the meaningfulness of work.
•
How to implement job enrichment
Establishment of customer relationships and employee ownership of the product
•
As teams become more advanced, they will be able to
meet with customers and focus on the customers’ needs, not the needs of their supervisors.
• There are three basic
steps to achieve
this:
1)
the client must be identified
2)
The contact between
the client and the worker
needs to be established
3) criteria and procedures are needed by which the client can judge the quality of the
product
• Employee receipt of direct feedback
•
Helps employees to know whether
their performance is improving, staying
at the same level or deteriorating.
Job Characteristics & Motivation
•
People undertake actions according to
the probability that these actions
will lead to some instrumentally valued outcome.
People undertake actions to achieve their goals.
People act purposefully to fulfil their needs or to overcome need deficiencies.
Individual action is motivated to achieve some desired objective such as more resources, promotion or additional power.
Three Psychological States and Job Fit
•
Experienced meaningfulness of work: The degree to which the individual experiences the job as generally meaningful, valuable, and worthwhile
•
Experienced responsibility for work outcomes: The degree to
which the individual feels personally accountable and responsible for the results
of his or her work
•
Knowledge of results: The degree to which the individual continuously understands how effectively he or she is performing the job
The Five
Job Characteristics
•
Skill variety: The degree to which the job requires
a variety of activities that involve different
skills and talents
•
Task identity: The degree to which the job requires
completion of a ‘whole’ and identifiable piece of work,
•
Task significance: The degree to which the job affects
the lives or work of other people
•
Autonomy:
The degree to which the job allows
the individual freedom, independence, and discretion regarding the work
•
Feedback: The degree to which the job
activities give the individual direct
and clear information about the effectiveness of his or her performance.
.The Job Characteristics Theory
s
Socio-technical systems theory,
|
s |
which synergizes
the possibilities of both social and
technical systems could be traced to the Hawthorn studies carried
out in the late thirties of this
century which added the social
dimension to the task system
of work.
Design Principles for Socio-Technical Systems
•
Minimum critical specification..
• Multifunctional perspective
• Social support.
• Incompletion.
•
Proximate Physical Boundaries.
•
Compatibility to Functional Goals.
•
Availability of Information flow.
•
Minimum variation from the
socio-technical criterion.
International Perspectives on the Design of
WorkThe Japanese Approach
• Emphasizes strategic level
• Encourages collective and cooperative working
arrangements
• Emphasizes lean production
The German Approach
–
Technocentric
- placing technology and engineering at the center of job design decisions (traditional German approach)
– Anthropocentric - placing human considerations at the center of job design decisions (more recent German approach)
The Scandinavian Approach
– encourages high degrees of worker control
– encourages good social support
systems for workers
Future Perspectives on the Design of Work: hyperspecialization
– As labor
becomes more knowledge based and
communications technology advances,
the division of labor accelerates
– it gives
individuals to devote flexible hours to tasks of their choice
– creates new social challenges, such as the possibility of neo-exploitation as work and neo-alienation.
Ref: HBR Jul-Aug
2011
Job Analysis Defined
• Process of defining a job in terms of its component tasks or duties and the knowledge or skills required to perform them
• NOTE: JA focuses on the job rather than the job holder
Work activities Human behaviors Technology needed
Performance standards
Job context
Human requirements
Recruitment and selection
Compensation
Performance appraisal
Training and development
Discovering new needs
Legal compliance
Job Description:
Specifies task requirements
Job Specification: Specifies
people requirements
Job Evaluation: Determines the worth of the job
Steps in Job Analysis
Steps in
doing a job analysis:
1
Decide how you’ll use the information.
2
Review relevant
background information.
3
Select representative positions.
4
Actually analyze
the job.
5
Verify the job analysis
information.
6 Develop a job description and job specification.
Reference :-https://www.casrilanka.com/casl/images/stories/PDBF/job%20desgn%20anlyss%20-%20drtpppt.pdf
You provide a comprehensive and perceptive study of these core HR management concepts in your blog post on job design and job analysis. Your explanation of the ideas and how they affect employee responsibilities and organizational structure is both useful and educational.
ReplyDeleteThe article goes beyond theoretical frameworks and provides practical insights into implementing job enrichment strategies, such as job rotation, enlargement, and enrichment. By outlining specific techniques like vertical loading and formation of natural work teams, the article offers actionable steps for HR professionals to enhance job satisfaction and performance.
ReplyDeleteThe article goes beyond theoretical frameworks and provides practical insights into implementing job enrichment strategies, such as job rotation, enlargement, and enrichment. By outlining specific techniques like vertical loading and formation of natural work teams, the article offers actionable steps for HR professionals to enhance job satisfaction and performance.
ReplyDelete