HRM and Job-Design

 HRM and Job-Design


Outlining the task, roles, responsibilities, qualifications, procedures, and relationships required to complete the specified set of tasks is known as work design. To put it another way, work design comprises task components as well as employee interaction patterns, with the goal of meeting both organizational and social demands of the jobholder.

Impact and complexity are two characteristics of the work design method. The degree to which a job design strategy is related with aspects other than the immediate task, such as reward systems, performance appraisal methods, leadership, customer needs, organization design, working conditions, and team makeup and norms, is the impact dimension on the vertical axis. On the horizontal axis, the complexity dimension represents the degree to which a job design strategy necessitates:

(i) Involvement of individuals with diverse competencies at various organizational levels;

(ii) High level of decision-making competency for successful implementation.

Work design is critical since it is the process that ensures that the job is kept current and relevant to the person. The major goal is to lessen the discontent that arises from doing the job on a daily basis. Staff unhappiness can lead to employee departure, producing problems for the company. The major role of work design is to keep the job up to date.

The main work design methods are mentioned as below:

1. Job Rotation: Job rotation is a type of job design in which employees are exposed to a variety of tasks and profiles throughout the firm. Employees are rotated through several job profiles to find the best-fit roles.

2. Task Simplification: Job simplification is a way of job design that is based on the complexity of the work. Identifying mechanical processes, repetitive work, one-product development, tools, and talents necessary are all part of this process.

3. Job Enlargement: Job enlargement is a job design technique that adds new duties and value to an existing job profile. Aside from the core skills and talents required to accomplish the basic work, job expansion provides the employee with more duties to complete.

4. Job Enrichment: The job enrichment method of job design focuses on bringing greater responsibility, value, and decision-making authority to the employee's task. This benefits an individual in terms of both career and 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. HasithaMay 7, 2022 at 12:23 PM

    Nice & simple article. Understandable vocabulary included. Clearly mentioned the important facts.
    All the best !!!

    ReplyDelete
  2. Jude Gnanapragasam May 7, 2022 at 7:22 PM

    Job design is not how it's look like, it's all about how it's works. Well explained good article.

    ReplyDelete

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