JOB DESIGN

Presented By :Pooja Suryawanshi

Div: D
Roll No.: 77
 CONTENT

 Introduction
 Challenges in job designing
 Strategic purpose of job designing
 Job enlargement
 Job design approaches
 INTRODUCTION

 Process of determining the specific tasks to be performed,

the methods used in performing these tasks, and how the
job relates to other work in the organization

 Job design results in a set of purpose, task characteristics

and task duties in a given organizational settings based on
a set of unique organizational and personal qualities.
 CHALLENGES IN JOB DESIGNING

 What are the critical characteristics of jobs that

organization should consider in the design of job?

 How can organization determine which individual are

likely to respond most favorably to different jobs?
 STRATEGIC PURPOSE OF JOB
DESIGNING

 Increase Employee Motivation.

 Increase productivity and Quality of Work Life (QWL)
 Serve an alternative to promotion in career development.
 Accommodate more woman into traditionally male job.
 Make work more possible for older individuals and physically
challenged person.
 JOB DESIGN STEPS

1) Job information
2) Job analysis
3) Develop the plan
4) implementation
 JOB INFORMATION

 HR needs to have the information about the job being performed by the
employee; it not only helps in the evaluation of the compensation design for
an employee but also gives the role clarity.
 Information that is not true may lead to disparities between the plan and its
execution and then the evaluation.
 So it is important to have the proper documentation work about the role and
duties be done on time and should be communicated properly to the
employees. 
 JOB ANALYSIS

 The next is to analyze all the information collected and the HR has to
pick out the imperative and important aspect of the job that is
required to be done and the responsibilities that are to be carried out
in the job.
 For HR doing the Job analysis, it is better for them to have a line
manager specific to that domain to be a part of the process for better
accuracy. 
 DEVELOP THE PLAN

 On the basis of the information analyzed about the job and about how the
employee feels about his/her job.
 To check, if there is any sign of discomfort or dissatisfaction regarding their
job.
 When you have evaluated this information, you need to see which method of
job design you have to apply for the employee. 
 IMPLEMENTATION

 After deciding on the job design method to be rolled out, HR needs to

implement it in a successful way, where the goal of the individual and the
company are in alignment.
 And you also need to guide the employee at every step about their role and
responsibilities and why it will be beneficial for them to carry out the action
for a particular job design method.
THANK YOU