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

2. 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.

3. 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

4. Autonomous Work Groups Quality Circle
Job Redesign Approach
Job Rotation
Job Enlargement
Job enrichment
Work Team
Autonomous Work Groups
Quality Circle

5. 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

6. 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

7. Core job characteristics
Task identity
Task significant
Skill variety
Autonomy
feedback

8. 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

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

10. Thank You
for
Attending the Session