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• Job


  • Links between people and the organization
  • Encompasses the expectations of both the company and the individual
  • Mechanism through which work is done, products, and services delivered, and all parties ultimately rewarded
• Job Design


  • Aims at outlining and organizing tasks, duties, and responsibilities into a single unit of work for the achievement of certain objectives
  • Outlines the methods and relationships that are essential for the success of a certain job
  • Refers to the what, how much, how many, and the order of the tasks for a job/s
  • Essentially involves integrating job responsibilities or content and certain qualifications that are required to perform the same
  • Outlines the job responsibilities very clearly and also helps in attracting the right candidates to the right job
  • Also makes the job look interesting and specialized
• Design Strategies


  Must incorporate and clarify all of these views into the composition of the job
• Main Determinants of Make-up Job

  • Organization Factors
  • People Issues
  • Legal and Union Requirements
• Various Steps Involved in Job Design

  1. What tasks are required to be done or what tasks are part of the job?

  2. How are the tasks performed?

  3. What amount are tasks are required to be done?

  4. What is the sequence of performing these tasks?
• These questions are aimed at arriving upon a clear definition of a specific job and thereby make it less risky for the one performing the same
• A well-defined job encourages a feeling of achievement among the employees and a sense of high self-esteem
• The whole process of job design is aimed to address various problems within the organizational setup, those that pertain to one description of a job and the associated relationships
• Areas that are Fine-tuned


  • Checking the work overload
  • Checking upon the work under load
  • Ensuring tasks are not repetitive in nature
  • Ensuring that employees do not remain isolated
  • Defining working hours clearly
  • Defining the work processes clearly
• The above-mentioned are factors that if not taken care of result in building stress within the employees
• Problems that may arise in association with job design

  • Unless lower-level needs are satisfied, people will not respond to opportunities to satisfy upper-level needs
  • May raise employees' expectations beyond what is possible
  • Maybe resisted by labor unions who see the effort as an attempt to get more work for the same pay
• Job design is a continuous and ever-evolving process that is aimed at helping employees make adjustments with the changes in the workplace
• The end goal is reducing dissatisfaction, enhancing motivation and employee engagement at the workplace
• Benefits of a good job design

  • Employee Input
  • Employee Training
  • Work/Rest Schedules
  • Adjustments
• Organization Needs


  • Before any employees can be hired or assigned duties, there must be work or in simpler terms, there must be a job available
  • The institution has specific needs in mind when a person is added to the payroll
  • To survive as an ongoing entity, the organization must be concerned with issues of productivity and efficiency
  • Organizations need people who are technically and legally qualified to perform tasks of the production process
• Job Redesigning Process


  1. Revising the Job Content

  2. Analyzing Job-related Information

  3. Altering the Job Elements

  4. Reformation of Job Description and Specification

  5. Reshuffling the Job-related Tasks and Duties
• People Needs


  The most essential element to meet the productivity and efficiency needs of an organization is a motivated and committed workforce, which is accomplished by considering people's needs in job design
• Herzberg's Motivators


  • Opportunity for achievement
  • Recognition for one's role in the success of the group
  • Challenging work that reinforces employees' confidence in their abilities
  • Responsibility and the feeling that one is in control of one's future
  • The chance for advancement and personal growth
• Job Behavior Factors


  • The level of autonomy, independence, freedom, and responsibility that workers can exercise in performing duties
  • The variety of skills, talents, and activities needed to perform the job
  • Task identity—the extent to which the work being done is identified with the final product
  • Task significance—the degree of significance attached to the work by both the organization and the employee
  • The immediacy and clarify the feedback on the effectiveness of the employee's performance
• Worker Selection


  Matching individual needs with specific jobs is an important responsibility of management
• Job Enrichment


  The job design technique used to increase satisfaction among the employees by delegating higher authority and responsibility to them and thereby enabling them to use their abilities to the fullest
• The purpose behind the job enrichment is to motivate the employees to use their abilities that remained unused during their course of action
• The key points in a job enrichment program that need to be incorporated into the job design plan are skill variety, high task identity, human interaction and respect, autonomy in work procedures, workflow, and quality measurements, and timely performance feedback
• Job Analysis


  • A systematic exploration, study, and recording of the responsibilities, duties, skills, accountabilities, work environment, and ability requirements of a specific job
  • It also involves determining the relative importance of the duties, responsibilities, and physical and emotional skills for a given job
  • The job description is the result of the job analysis
  • Job analysis provides an objective description of the job itself
  • The details collected by conducting job analysis play an important role in controlling the output of the particular job
  • Determining the success of a job depends on the unbiased, proper, and thorough job analysis
  • It also helps in recruiting the right people for a particular job
  • The main purpose of conducting this whole process is to create and establish a perfect fit between the job and the employee
• Job analysis also helps HR managers in deciding the compensation package and additional perks and incentives for a particular job position
• Job analysis effectively contributes to assessing the training needs and performance of the existing employees
• The process forms the basis to design and establish the strategies and policies to fulfill organizational goals and objectives
• Job analysis


  The process of identifying the knowledge, skills, abilities, and other characteristics (KSAOs) needed to perform a job
• Purpose of job analysis

  • To create and establish a perfect fit between the job and the employee
  • To help HR managers in deciding the compensation package and additional perks and incentives for a particular job position
  • To assess the training needs and performance of the existing employees
  • To design and establish the strategies and policies to fulfill organizational goals and objectives
• Job analysis does not guarantee that the managers or organization would get the desired output
• Collecting and recording information for a specific job involves several complications
• If the job information is not accurate and checked from time to time, an employee will not be able to perform his duty well
• Factors to be considered in job analysis

  • Working conditions
  • Methodology and instrumentation
  • Job specifications
  • Availability of labor
  • Personal interaction
  • Legal aspects
  • Time of arrival of work orders and service needs
  • Work itself
  • Work process
• Job Analysis Process


  1. Identification of Job Analysis Purpose

  2. Who Will Conduct Job Analysis

  3. How to Conduct the Process

  4. Strategic Decision Making

  5. Training of Job Analyst

  6. Preparation of Job Analysis Process

  7. Data Collection

  8. Documentation, Verification, and Review

  9. Developing Job Description and Job Specification
• Job Description


  Describes the roles, activities, duties, and responsibilities of the job
• Job Specification


  A statement of educational qualification, experience, personal traits and skills required to perform the job
• The process of job analysis helps in identifying the worth of a specific job, utilizing the human talent in the best possible manner, eliminating unneeded jobs, and setting realistic performance measurement standards
• Methods for Job Analysis

  • Industrial Engineering
  • Data Collection
  • Dictionary of Occupational Title
  • Functional Job Analysis
• Industrial Engineering


  • Breaks down each task into its smallest components to identify areas in which steps can be improved, eliminated, or streamlined
  • Times each of the motions involved in each step
  • Attempts to eliminate unnecessary motions, specifically by making suggestions about the layout of workstations, machinery and equipment, and the production process to improve and conserve the number of steps and motions necessary to perform a task
• Data Collection Methods


  • Observation
  • Interview
  • Questionnaire
  • Checklist
  • Technical Conference Method
  • Diary Method