Principles and Practices of Human Resource Management in Global Contexts
3.Job Design
The process of designing a work that both helps the company reach its objectives and inspires and compensates its employees is known as job design. This indicates that a well-designed job increases output and quality of work while simultaneously lowering absenteeism, increasing job satisfaction, and decreasing the likelihood of employee turnover.
3.2 Job Design Strategies
There are 04 main job design strategies to increase motivation and the potential of the job .
Job Simplification
In contrast to the idea of employment expansion, work simplicity is being a bit of an outsider. Removing responsibilities from current roles to make them more focused is the process of job simplification. Removing skill variety from a job to make it more focused is known as job simplification. When a job has grown unmanageable over time, it might be utilized in cases of "job creep."
Job Rotation
The practice of transferring workers between positions inside a company is known as job rotation. This broadens the skill set, aids in job orientation for prospective new hires, and provides exposure to a variety of learning opportunities.
Job Enrichment
Job enrichment is characterized by the addition of motivational dimensions, whereas job enlargement aims to add tasks. Thus, employment expansion may be considered a type of job enrichment.
Job Enlargement
Job enlargement is the process of adding new responsibilities to an existing role that are located at the same organizational level. One illustration would be a designer who primarily worked on hotel rooms but is now branching out into restaurant design. Although the work's topic varies, similar abilities are still required.
3.3 Importance of Job Design
In many ways, job design can support organizational development inside a business. One method is that it establishes an efficient and transparent communication system across the entire organization. To arrange responsibilities, managers give tasks precise definitions and group them into logical work units. The development of new tasks for occupations based on an individual's physical attributes and talents is another method that job design aids in organizational efficiency inside a company. This helps maintain job classification based on employee competencies.
3.4 Components of Job Design
According to Hackman and Oldham (1975), the job characteristics model focused on five structural characteristics of jobs.
Skill variety : the employee uses different skills and talents to complete the job.
Task identity : the extent to which an employee identifies measurable job results and has the opportunity to complete job components from start to finish.
Task significance : The job's impact on the employee and other member of the organization.
Autonomy : The employees have the ability to make their own decisions instead of following the instructions of the supervisors, as this offers the employee freedom and independence.
Feedback : To measure personal effectiveness, the employee can learn about the impact of his or her behaviors on outcomes.
Autonomy and feedback are the most important characteristics when comparing others, as they directly affect the positive enrichment of the job.
3.5 Issues of Job Design
Telecommuting / Work from Home
The greatest substitute for working in an actual office is telecommuting, or working from home. Because of its ease and convenience, the idea of a virtual workplace is becoming more and more popular.
Employees can communicate and work from home by using computer networks, fax machines, phones, and internet connections. It gives workers the option to work from home conveniently and does away with the necessity for them to commute to the workplace every day.
Despite the fact that this working style has numerous benefits, it has several drawbacks.
It enables workers to conduct work-related activities from home without physically being in the office, but it prevents them from interacting with other workers.
Job Sharing
When it comes to traditional working arrangements, when two or more people split the obligations of a full-time employment, this is the second most preferred option. They agree upon a mutual division of duties, obligations, and income. Women who wish to continue working but are on maternity leave or who have children and family to care for typically choose this option. These days, companies are accommodating of this type of arrangement wherein two or more people share a single task.
Flexi Working Hours
These days, companies let their staff members work when it's most convenient for them. Depending on their availability, people can select any one of the three or four working schedules.
Alternative Work Pattern
These days, employers let their staff work during different months or seasons. Although the idea is not as widespread in India, it is evident in the workplaces of Europe and America. They can also choose to work two or three full days, following which they can unwind.
The newest idea allows workers to work a set number of hours and use the remaining days to take care of their personal requirements.
Techno-stress
The newest technology, called technostress, allows employers to monitor their workers' productivity even when they decide to work from home. New machines have made it possible to electronically monitor their performance, even when they are not aware of it.
Task Revision
Task revision is the process of changing the current work design of a particular job by adding or removing new tasks and responsibilities.
Conclusion
Creating value, increasing productivity, and optimizing work processes are the major goals of job design. It accomplishes this by making roles, processes, and procedures clear; eliminating repetitive tasks from occupations; and maximizing employee accountability. It also has a strong connection to fundamental employee attitudes and behaviors at work.
References
Job Design and Job Satisfaction — Empirical Evidence for Germany on JSTOR www.jstor.org. [Online]Available at: https://www.jstor.org
[Accessed on 06 April 2024]
Abid, A. M., Sarwar, A., Imran, K. and Hannan, A. (2013) Effect of Job Design on Employee Satisfaction (A Study of Fertilizer Companies Listed in Lahore Stock..., ResearchGate.[Online] Available at: https://www.researchgate.net/publication/335883947_Effect_of_Job_Design_on_Employee_Satisfaction_A_Study_of_Fertilizer_Companies_Listed_in_Lahore_Stock_Exchange.[Accessed on 06 April 2024]
Van Vulpen, E. (2023) Job Design: A Practitioner’s Guide, AIHR.[Accessed on 06 April 2024]
This blog post provides valuable insights into the critical role of job design in ensuring a productive and fulfilling workplace environment.
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DeleteOverall, this blog post provides valuable insights into the principles, strategies, and contemporary issues surrounding job design in a global HR context.
ReplyDeleteThank you very much for your valuable comment
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