HRM Job Design
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Transcript of HRM Job Design
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McGraw-Hill/Irwin Copyright 2011 by The McGraw-Hill Companies, Inc. All Rights Reserved.
JOB DESIGNJOB DESIGN
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McGraw-Hill/Irwin Copyright 2011 by The McGraw-Hill Companies, Inc. All Rights Reserved.
JOB DESIGNJOB DESIGN
Job design involves systematic attempt to organise
tasks, duties and responsibilities into a unit of workto achieve certain objectives.
The process by which managers decide individual
job tasks and authority
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Job Design
Job Design: the process of defining how workwill be performed and whattasks will berequired in a given job.
Job Redesign: a similar process that involveschanging an existing job design.
To design jobs effectively, a person must
thoroughly understand: the job itself (through job analysis) and
its place in the units work flow (work flow analysis)
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McGraw-Hill/Irwin Copyright 2011 by The McGraw-Hill Companies, Inc. All Rights Reserved.
OBJECTIVES OF THE ORGANIZATIONOBJECTIVES OF THE ORGANIZATION
Greater Job Satisfaction
Increased Performance
Reduced Absenteeism & Turnover
Greater Profitability
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McGraw-Hill/Irwin Copyright 2011 by The McGraw-Hill Companies, Inc. All Rights Reserved.
WORK SIMPLIFICATION
JOBROTATION
Rotating from job to job
within an organization.
JOB ENLARGEMENT
Adding more tasks to the
job: Horizontal Loading
JOB ENRICHMENTMaking jobs more
meaningful and
Challenging: Vertical
Loading
WORK TEAMS
Large task that is completed by
a group of specific task
Assignments.
AUTONOMOUS WORK
GROUPS
Work teams are given a goal to
achieve and the control overits accomplishment.
Job Design
Techniques
Individual Design OptionsIndividual Design Options Group Design OptionsGroup Design Options
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Approaches to Job Design
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Designing Efficient Jobs
Industrial Engineering: the study of jobs to
find the simplest way to structure work in
order to maximize efficiency.
Reduces the complexity of work.
Allows almost anyone to be trained quickly and
easily perform the job.
Used for highly specialized and repetitive jobs.
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Designing Jobs That Motivate: The Job
Characteristics Model
1. Skill variety the extentto which a job
requires a variety of skills to carry outthe
tasks involved.
2. Task identity the degree to which a job
requires completing a whole piece of work
from beginning to end.
3. Task significance the extentto whichthe
job has an important impact on the lives of
other people.
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Designing Jobs that Motivate: The Job
Characteristics Model(continued)
4. Autonomy the degree to whichthe job
allows an individual to make decisions about
the way work will be carried out.
5. Feedback - the extentto which a person
receives clear information about
performance effectiveness from the work
itself.
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Characteristics of a Motivating Job
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Designing Jobs That Motivate (continued):
Job Enlargement
Job Enlargement - Broadening the types oftasksperformed in a job.
Job Extension - Enlargingjobs by combining several
relatively simple jobs to form ajob with a wider range oftasks.
Job Rotation - Enlarging jobsby moving employees among
several different jobs.
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Designing Jobs That Motivate (continued)
Job Enrichment
Empowering workers by
adding more decision-
making authority to jobs.
Based on Herzbergs theory
of motivation.
Individuals are motivated
more by the intrinsicaspects of work.
Self-Managing Work Teams
Have authority for an entirework process or segment:
schedule work hire team members
resolve team performanceproblems
perform other dutiestraditionally handled by
management Team members motivated
by autonomy, skill variety,and task identity.
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Job Satisfaction is Slipping
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Designing Jobs That Motivate (continued):
Flexible Work Schedules
Flextime
A scheduling policy in whichfull-time employees may
choose starting and endingtimes within guidelinesspecified by theorganization.
A work schedule that allows
time for community andfamily interests can beextremely motivating.
Job Sharing
A work option in whichtwo
part-time employees carry
outthe tasks associatedwith a single job.
Enables an organization to
attract or retain valued
employees wh
o want
moretime to attend school or
take care of family matters.
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Alternatives to
the 8-to-5 Job
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Designing Jobs That Motivate (continued):
Telework
Telework the broad term for doing oneswork away from a centrally located office.
Advantages to employers include:
less need for office space
greater flexibility to employees with special needs
Easiestto implement for managerial,
professional, or sales jobs. Difficultto set up for manufacturing workers.
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Designing Ergonomic Jobs
Ergonomics the study ofthe interface between
individuals physiology and the characteristics of
the physical work environment.
The goal is to minimize physical strain on the
worker by structuring the physical work
environment around the way the human body
works. Redesigning work to make it more worker-
friendly can lead to increased efficiencies.
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Designing Jobs That Meet Mental
Capabilities and Limitations
Work is designed to reduce the information-processing requirements ofthe job.
Workers may be less likely to make mistakes or
have accidents.
Simpler jobs may be less motivating.
Technology tools may be distracting
employees from their primary task resulting inincreased mistakes and accidents.
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Ways to Simplify a Jobs Mental Demands
Limitthe amount of information and
memorization thatthe job requires.
Organizations can provide:
adequate lighting
easy-to-read gauges and displays
simple-to-operate equipment
clear instructions
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KEEP YOUR MOTIVATIONAL LEVELSKEEP YOUR MOTIVATIONAL LEVELS
HIGH ,BOTHF
OR YOU AND YOURHIGH ,BOTHF
OR YOU AND YOURORGANIZATIONORGANIZATION