Steps in job design

Creating a job that enables the organization to achieve its goals while motivating and rewarding
the employee is called as ‘job design’. It is the way that a set of tasks, or an entire job, is
organized. Properly designed job achieves higher productivity and quality of work, while also
leading to higher job satisfaction, lower absence, and lower employee turnover intentions as
well.

Job design helps to determine the type of tasks are done, in which way the tasks are carried out,
number of the tasks involved and the order of the tasks are taken place in particular job roles. If
we consider the steps involved in a job design we can identify few steps as describe further in
details.

First of all an assessment of current work practices should be done in the job design process.
There we can clearly identify whether the carrying out of a proper job design process is needed
and feasible for the particular job role. There we discuss the particular job process with the
employees and supervisors involved and get a clear idea about the process and the requirement
of training for optimizing the job functionality with adding new changes for achieving higher
efficiency and effectiveness.

Task analysis is carried out in the second step to examine the job role and determine exactly what
the tasks are involved in the overall process. There we consider the types of equipment and the
features of the workstation are important for completing the particular tasks. There we have the
opportunity to identify the problem areas associated with the job tasks.

The third step involved in the process is the designing of the job with the support of gathered
data collected in the previous steps. In this step we identify the training requirements, methods of
doing the work, work/rest schedules, equipment needed and workplace changes required to
enhance the productivity and efficiency of the job. Different tasks are coordinated considering
the physical and mental conditions required for performing the job role and there we should be
careful not to under or overload the job tasks as well.

In the fourth step we implement the new job design gradually with the support of employees in
small scale or with a pilot project. Then we can train the employees in the new procedures and to
use the job related equipment. An adjustment period and time should be allowed to gain
experience with the new job design for the employees.

In the last step feedback should be taken and should re-evaluate the job design on a continual
basis. In this step we should make sure to get feedback from the employees who are involved in
the process and should do necessary adjustments considering their responses. A committee can
be established to represent the various groups involved and in this job designing process
employees, safety and compliance committee, unions and managers of the organization should
be joined as well in the entire process.

With the involvement of all the parties performing and affecting the job related activities we can
enhance the understanding of the related parties by drawing a good image with discussions and
clarifications. So the operations and the workforce can be strengthened the operations and its
workforce by improving their job related skills by conducting a proper job designing process as
mentioned in the previous steps to gain more competitive advantage for the organization as well.
(hrhelpboard.com, 2022).

References.
hrhelpboard.com, 2022. hrhelpboard.com. [Online]
Available at: https://www.hrhelpboard.com/sponsored-article.htm
[Accessed 10 04 2022].