The primary purpose of the approach for job designing or job redesigning is to simplify the tasks as well as responsibilities of a particular job based on the skillset and interests.
Collective Approaches to Job Design
The overall purpose of the approach for job designing or job redesigning is to simplify the tasks as well as responsibilities of a particular job based on the skillset and interests.
However, there are several collective approaches which are prevalently being considered and used by organisations.
Job Design | Key Motives | Characteristics of Jobs and People | HR
Job Enlargement and Job Enrichment
It fundamentally endeavours to ease some of the difficulties come across in unnecessary job simplification.
Job enlargement encompasses widening the scope of a job by increasing the number of different tasks to be accomplished.
Job enrichment involves increasing the depth of a job by adding responsibility for planning, organizing, controlling, or assessing the job.
Some illustrations of job enrichment are:
- Allocating the employee a complete job instead of simply a part of the job or task
- Permitting the employee more suppleness to carry out the job as required
- Expanding the employee’s answerability for work through minimising external control
- Increasing tasks or duties for employees in areas they are good at.
- Giving the employee a responsibility in dealing with feedback or review reports rather than merely to management
Job Rotation
It involves the process of a technique that can break the wearisomeness because it basically focuses on shifting an employee from one job to another.
The job rotation approach helps in developing an employee’s competences for undertaking a number of diverse jobs.
For example, there are some organisations which have been highly successful at using job rotation for employees with disabilities in different work obligation times. Even employees without disabilities can be flexible to handle those jobs.
Job Sharing
It is nothing but sharing a job, in which two employees perform the work of one full-time job.
For example, a retail company permits two cashiers to fill one job, and each individual works every other week. These kinds of schedules are advantageous for employees who may want to work part-time.
In overall, the job design gives people choices that provide more job satisfaction.
Human Resource Management: Definitions & Key Knowledge ?
Effective People Management | Motivation | Job Design | Reward Systems
Expectancy Theory | Essentials Of Motivation | Instrumentality | Valance
Job Design | Key Motives | Characteristics of Jobs and People | HR
Strategic Reward System | Aims | Approaches | Policies | Practices
Hierarchy Of Needs Theory | Maslow’s FIVE Needs Systems | Motivation
Impacts & Implication Of Hierarchy Of Needs Theory On HR Management
Advantages, Disadvantages & Limitations Of Maslow ’s ‘Hierarchy of Needs’ Theory
Frederick Herzberg ’s Two-Factor Theory of Motivation | Motivation-Hygiene
Implications, Limitations & Suggestions of TWO-Factor Theory of Motivation
Theory X and Theory Y | McGregor and Leadership | Motivation | HR
The Hard and Soft Approach of Theory X | Key Issues with Theory X
Management Implications of Theory Y | Motivation | Leadership
Challenges and Limitations of Theory X and Theory Y | Motivation
ERG Theory of Motivation | ERG Model Vs ” Hierarchy of Needs ” Theory
Evaluation of ERG Theory | Advantages | Disadvantages | Validity
