HRM and Design of work


The Design of work means outlining the task, duties, responsibilities, qualifications, methods and relationships required to perform the given set of a job. In other words, work design encompasses the components of the task and the interaction pattern among the employees, with the intent to satisfy both the organizational needs and the social needs of the jobholder.
Design of work approach has two dimensions: impact and complexity. The impact dimension, on the vertical axis, is the degree to which a job design approach is linked with factors beyond the immediate job, such as reward systems, performance appraisal methods, leadership, customer needs, organization design, working conditions, and team composition and norms. The complexity dimension, on the horizontal axis, is the degree to which a job design approach requires:
(i) Involvement of individuals with diverse competencies at various organizational levels;
(ii) High level of decision-making competency for successful implementation.
Work design is very important because this is the process which makes sure that the job remains updated and is relevant to the employee. The main objective here is to reduce dissatisfaction which comes while doing the job on daily basis. This dissatisfaction can lead to employee leaving the organization and causing issues for the company. Work design has primary responsibility of regularly updating the job.
The main work design methods are mentioned as below:
1. Job Rotation: This method of job design, known as job rotation, is where employees of an organization as exposed to several different roles & profiles across the company. Employees are rotated across various job profiles and the best-suited roles are identified.
2. Job Simplification: Job design method based on complexity of work can be understood by job simplification. This involves identifying mechanical processes, repetitive work, one-product development, tools & skills required.
3. Job Enlargement: The job design method of job enlargement adds more tasks & value to an existing job profile. Apart from the basic skills & abilities required to do the basic work, job enlargement offers more tasks to be performed to the employee
4. Job Enrichment: Job enrichment method of job design looks at enriching the work of the employee by adding more responsibility, value and decision-making powers. This enriches an individual not only professionally but also adds to personal development.

References


Ajamieh, A., Misener, T., Haddock, K.S. & Gleaton, J.U., 2006. Job satisfaction correlates among Palestinian nurses in the West Bank. International Journal of Nursing Studies, pp.422-32.
Curtis, E.A., 2007. Job satisfaction: a survey of nurses in the Republic of Ireland. International Nursing Review.
Ichniowski, J., 2009. Human Resource Management in Business Context Employee involvement. [Online] Available at: http://www.hrmguide.co.uk/jobmarket/turnover_cost.htm [Accessed 20 December 2019].


Comments

  1. Sameera Madhawa Thalakotune January 8, 2020 at 5:12 PM

    In this presentation, we examine the principles of job design and explore alternative approaches to designing jobs to increase employee efficiency and motivation. Our discussion focuses first on job design based on the logic that to perform a job analysis, there must be a job in existence, or at least the idea of a particular set of tasks and responsibilities to be performed

    ReplyDelete
  2. Yohan RatnayakeJanuary 10, 2020 at 12:07 AM

    Identifying the components of a given job is critical so that these factors can ultimately be enhanced is an integral part of the job design process. Job design refers to organizing tasks, duties, responsibilities, and other elements into a productive unit of work. Job redesign involves changing existing jobs in different ways to improve them.

    ReplyDelete
  3. Thilina RajapakseJanuary 11, 2020 at 12:52 AM

    well explained about the work methods design in this blog.good job.

    ReplyDelete
  4. VirajJanuary 11, 2020 at 1:34 AM

    Good ethics gives good job performance. You used many reference materials to this article .good article about important topic

    ReplyDelete
  5. Sandeep WarakagodaJanuary 11, 2020 at 5:18 AM

    You have briefly explained about the job design! hope that you can use this knowledge in your workplace!

    ReplyDelete
  6. Dr Amila Shashanka RatnayakeJanuary 14, 2020 at 9:58 PM

    Detailed description of basic HRM theory done here. Please include the citations.

    ReplyDelete

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