HRM Job Design

8/3/2019 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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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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OBJECTIVES OF THE ORGANIZATIONOBJECTIVES OF THE ORGANIZATION

Greater Job Satisfaction

Increased Performance

Reduced Absenteeism & Turnover

Greater Profitability


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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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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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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

HRM Job Design

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