To A Session On Job Design Welcome

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To A Session On Job Design Welcome www.AssignmentPoint.com

Definition of job design Job design may be defined as a structure of different jobs of an organization to be performed. It is a framework or formats which shows the various tasks of an organization which are required to be completed to discharge the assigned responsibility to the employees. www.AssignmentPoint.com

Strategic Choice Environmental, organizational and behavioral factors should be considered before designing jobs for the first time or redesigning jobs because of a needed change. Strategic HR manager should consider the following factors 1. Environmental factors a. Political System b. Social expectations 2. Organizational factors a. Automation b. Technology c. Cross-functional integration 3. Behavioral factors a. Labor pool skill mix b. Designing jobs for Employees or Technology www.AssignmentPoint.com

Autonomous Work Groups Quality Circle Job Redesign Approach Job Rotation Job Enlargement Job enrichment Work Team Autonomous Work Groups Quality Circle www.AssignmentPoint.com

Strategic Framework of Job Design Approach Job Enrichment Job Enlargement Job Rotation Quality Circle Autonomous Work Group Work Teams Individual Job Design Option Group Design Option www.AssignmentPoint.com www.AssignmentPoint.com

Job Characteristics Model Hackman and Oldham’s job characteristics model proposed that the relationship between core job characteristics and psychology states is moderated by an individual’s growth need strength. Skill Variety Task Identity Task Significance Experienced meaningfulness of the work Feed Back Autonomy Experienced Responsibility Knowledge of results from work activities Relationships are moderate by employee growth needs strength High Internal Motivation High Satisfaction High Work Quality Low Absenteeism and Turnover Core Job Characteristics Critical Psychological States Personal and Work Outcomes www.AssignmentPoint.com

Core job characteristics Task identity Task significant Skill variety Autonomy feedback www.AssignmentPoint.com

Strategic framework for implementing job redesign model Recognizing the need for change Selection the intervention Diagnosis of the work system and context Cost benefit analysis of proposed change The go/no go decision Development of the implementation strategy implementation Supplement of the intervention Evaluation of the intervention www.AssignmentPoint.com

Management Guidelines Carefully Monitor Depends on Some Factors Update Job Related Criteria Reflects the Reward System Growth Need Strength Use Framework www.AssignmentPoint.com

Thank You for Attending the Session www.AssignmentPoint.com

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