JOB DESIGN

JOB DESIGN JOB DESIGN IS THE PROCESS

OF DESIGNING THE CONTENT OF A JOB AND HOW IT WILL INTERACT WITH OTHER JOBS AND EMPLOYEES, TO MOTIVATE AND RETAIN AN EMPLOYEE AND ACHIEVE BUSINESS GOALS

JOB ANALYSIS JOB ANALYSIS IS AN

ONGOING PROCESS WHICH IS A DETAILED ANALYSIS OF ALL THE TASKS, RESPONSIBILITES, PERSONAL ATTRIBUTES AND REPORTING RELATIONSHIPS NEEDED IN A POSITION.

JOB DESIGN INVOLVES 8 STEPS:1. ANALYSE THE EXISTING WORK SITUATION USING

OBSERVATION, FEEDBACK AND ORGANISATIONAL DATA

2. IDENTIFY TECHNICAL, MANAGERIAL AND ADMINISTRATIVE TASKS TO BE PERFORMED

3. IDENTIFY NEEDS AND ASPIRATIONS OF EMPLOYEES FOR NEW POSITIONS

4. DECIDE HOW THE JOB WILL FIT IN WHICH THE WORK GROUP

5. CONSULT WITH KEY STAKEHOLDERS AND MODIFY AS REQUIRED

6. IMPLEMENT CHANGES SLOWLY, PROVIDE TRAINING, CONSULT AND USE FEEDBACK TO MODIFY

7. INCLUDE PROCEDURES FOR REVIEW OF PROGRESS

8. ASSESS AND REVIEW PROGRESS, DISCUSS WITH EMPLOYEES

JOB DESIGNING METHODS

SPECILISED JOB DESIGN • INVOLVES JOBS BEING BROKEN DOWN INTO

SPECIALIST SKILLS AREAS

• IMPROVE KNOWLEDGE AND SKILLS

• INCREASE OUTPUT

• REDUCE ERRORS AND LABOUR COSTS

• CONTROL QUALITY

• RARELY LEADS TO GREATER CHALLENGES OR JOB SATISFACTION

• WORKS ARE REPETITIOUS AND BORING

• LESS SOCIAL INTERACTION OR SHARING OF IDEAS WITH OTHER EMPLOYEES

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