3/28/12

Presentation on Job design

Group A Nirajan Nirmal Pema Rajendra Srijana

Content Concept of Job design

Benefits Features Methods:
1. 2.

3/28/12

of Job design of Job design

Scientific Management Method. Herzbergs Method (Job Enrichment Method) Job Characteristics Method.

3.

3/28/12

concept

Job Design

3/28/12

Benifits of job analysis

HR Planning -Provides essential information for management before making organizational decisions -Show actual number and nature of jobs within the company -Create precise job descriptions -Bring the specifics of a position in focus -Maintain the competitiveness of the company in the market

3/28/12

Contd.....

Setting & Monitoring Performance Standards

-Establish

a jobs specific activities

and performance standards -Carry out objective performance appraisal -Identify major job responsibilities for

3/28/12

Contd...

Compensations & Benefits -Evaluate and establish appropriate levels of compensation based on job value -Develop compensation programmes based on different skill levels -Create an obvious effect in motivating employees

3/28/12

Contd..

Recruitment & Selection

-Establish relevant standards and requirements for personnel selection purposes -Locate suitable pool of candidates for recruit and hire -Develop unbiased interview questions -Get rid of unnecessary tasks and positions

3/28/12

Training

-Expose skills that require by various jobs -Define contents of training programmes -Identify health and safety hazards and working conditions that require special training

3/28/12

Objectives of job design

The three main objectives that a manger tries to realize in specifying jobs are 1. Technical feasibility 2. Economic feasibility 3. Behavioral feasibility

3/28/12

Methods of job design

1. 2. 3. 4. 5.

Scientific management Herzberg's method Job characteristics method Open socio technical method Work team method

Scientific management
F.W

3/28/12

Taylor

Specialization, Job

standardization, and simplification simplify by breaking down of job

3/28/12

Advantages

Increases productivity effective trained and low paid employees can also do the job

Cost Less

Disadvantages
Overspecialization

3/28/12

,boredom, high

labor turnover
Employee Applicable

may feel monotonous

for labor intensive and assembly line job

3/28/12

Hackman

1975

and Oldham in

To

alter a jobs character and create conditions of high work motivation, satisfaction and performance by recognizing

Internal Motivation
Meaningfulness Responsibility Knowledge

3/28/12

of the Results

Job Characteristics
Skill

3/28/12

Variety

Task Identity Task Significance Autonomy Feed Back

Core Job Dimension

Skill Variety Identity Significance

Critical Psychological Experience

Meaningfulness Of The Work Experience Responsibility For Outcome Of The Work

Personal And Work Outcomes

High Internal

3/28/12

Task Task

Work Motivation High Satisfaction with Work Low Absenteeism and Turnover

Autonomy

Feedback

Knowledge Of The Actual Results Of The Work Activities Employee Growth

Need Strength

Motivating Potential Score (MPS)

3/28/12

SA = TI TS A F

Skill Variety

= Task Indentity = Task Significance = Autonomy = Feedback

Criticism

3/28/12

Employee Perception Elements

Intrinsic

Herzbergs Motivation-Hygiene Theory

3/28/12

Emerged

1960s and motivation industry

Satisfaction Pittsburgh

Satisfaction

No Satisfaction

Motivation Factors Achievement Recognition The Work Itself Responsibility Advancement And Growth

3/28/12

Dissatisfaction

No Dissatisfaction
Hygiene Factors Supervision Working Condition Inter Personal Relations Pay And Security

Satisfy Lower Order Needs

Increasing Better

3/28/12

Salary And Wages

Working Conditions

Satisfy Higherorder Needs

Recognition Achievement Responsibility Growth And Advancement

Element for Job design

1. 2. 3. 4. 5. 6. 7. 8.

3/28/12

Direct Feed Back Client Relationship New Learning Scheduling Unique Expertise Control Over Resources Direct Communication Personal Accountability

3/28/12

Criticism
Limited No

methodology

overall measure of satisfaction

relationship

3/28/12

Open Socio-Technical Method

Method considers both the job oriented technical system and the accompanying social system. Considers: a. Nature of the job performed (technical system) b. Click to edit Master subtitle style Role of employees and their needs (social system)

Physical and social environment is kept in view while designing the jobs. merges the technical needs of the organization with social needs of the employees. Jobs, Relaionship, and technologies to do job.

3/28/12

Approaches

Restructures: Open

socio-technical method uses the following guidelines in job design: A job should be demanding for the individual. It should provide variety.

a.

Employees should continuously learn on the job.

b.
c.

3/28/12

Employees autonomy in workrelated decision making. Employees need social support and recoginition in the work place. Employees should be able to relate the jobs to their socil lives. Employees should believe that jobs will lead to desirable future in terms of rewards.

d.

e.

f.

Work Team Method

3/28/12

Works teams are self-directed teams. of employees with widely defined jobs and responsibilities to achieve specific goals. solve problems, implement solutions and take full responsibility for outcomes. Performs related or

Group

They

Teams 1. 2. 3. 4. 5.

members are

3/28/12

Highly commited Decide collectively Interact continiously Work closely Determine work assignment and working methods Practice self-supervision.

6.

3/28/12

Any ?