RECRUITMENT & SELECTION

JOB DESIGN

BY
SANJAY REDDY
DEFINITION OF JOB DESIGN
 Definition: The Job Design means outlining the task, duties,
responsibilities, qualifications, methods and relationships required to
perform the given set of a job.
 It refers to the way the tasks are combined to form a complete job. it is the
process which integrates work content, reward and the qualification
required for each job in a way that meet the needs of employees as well as
of the organization.
 Job design refers to the way that a set of tasks, or an entire job, is
organized.
 Job design helps to determine:
 what tasks are done,
 how the tasks are done,
 how many tasks are done and
 In what order the tasks are done.
GOALS OF JOB DESIGNING

 Increasing employee motivation and productivity

 Enhancing employees’ skills by identifying their training needs
 Making the communication process clear and effective in the organization
 Improving the quality of working life of employees
 Eliminating the unnecessary levels of supervision, checking, and control
IMPORTANCE OF JOB DESIGN

 Job design is a very important function of staffing. If the jobs are designed
properly, then highly efficient managers will join the organisation. They will be
motivated to improve the productivity and profitability of the organisation.
However, if the jobs are designed badly, then it will result in absenteeism, high
labour turnover, conflicts, and other labour problems.
OBJECTIVES OF JOB DESIGN

GREATER JOB SATISFACTION

INCREASED PERFOMANCE

REDUCED ABSENTEEISM & TURNOVER

GREATER PROFITABILITY
FACTORS AFFECTING JOB DESIGN
 Organizational Factors
Organizational factors that affect job design can be work nature or
characteristics, work flow, organizational practices and ergonomics.
 Work Nature: The flow of work in a firm is strongly influenced by the nature of
product or service. The product or service usually suggests the sequence and
balance between jobs if the work is to be done efficiently
 Ergonomics: It aims at designing jobs in such a way that the physical abilities and
individual traits of employees are taken into consideration so as to ensure
efficiency and productivity.
 Workflow: Product and service type often determines the sequence of work flow. A
balance is required between various product or service processes and a job design
ensures this.
 Contd..
 ENVIRONMENTAL FACTOR
i. Employee ability and availability
ii. social and cultural expectations
 BEHAVIORAL FACTORS:
i. Feedback: Individual need to receive meaningful feedback about their
performance, preferably by evaluating their own performance and defining the
feedback.
ii. Autonomy: Authority to take decisions on task and take responsibility of what
is done.It increases self actualization and self esteem needs
iii. Use of Abilities: The job must be designed in such a way that it take use of
individual abilities.
JOB DESIGN
TECHNIQUES
 JOB SIMPLIFICATION:
It is a design method whereby jobs are divided into
smaller components and assigned to workers as whole jobs. simplification jobs
are broken in to very small parts as in assembly line operations and work can be
done by same individual repeatedly and it will increase productivity and
proficiency of individual. However it produces boredom and monotony in worked.

 JOB ROTATION:
Job rotation is the systematic and planned rotation of
individuals in pre-determined jobs (other than their own) so they can gain
additional knowledge or skills. It is done quite a bit for developing
managers (because they need to be familiar with operations overall) and also used
with others who want to advance to a new role or become more knowledgeable in
their current job role.
 JOB ENLARGEMENT:
It is about increasing the number of tasks in a job
for an employee. It helps in improving work efficiency and flexibility. It is
naturally opposite to work simplification. It is with the same skills taking
additional responsibilities like extending working hours etc.
 JOB ENRICHMENT:
It occurs when the employees are entrusted with
additional responsibilities for scheduling, coordinating and planning their
own work.
 JOB REENGINEERING
It means redesigning a business process so that small
multidisciplinary self-managing teams get the task done together, all at
once.It identifies the desired outcome of a system or subsystem and
restructures jobs and even departments to radically increase performance.