HRM and the design of work
What
is design of work?
Design
of work, also referred to as job design, can be described as the process of
designing or creating a job role or a work arrangement in order to maximize the
productivity of an organization and at the same time, reducing any barriers for
the smooth flow of the work process while creating a positive and motivation
atmosphere within the organization for the employees and employers alike. Job
design is not simply an individual task, but rather a combination of tasks and
activities that is related to the perfecting of a job role. Job rotation, job
enlargement, job simplification and job enrichment can be names as some of the
processes that create the combined concept of a job or work design. The above
mentioned techniques can be effectively used according to the situation, to
align a certain job role with the corporate and strategic goals of an
organization, and to maximize or minimize the workload for specific positions
as required while upgrading work design according to the timely need of an
organization. (Parker
and Wall,
1998)
The process of creating efficient
work designs and the role of HRM
One
of the main aspects to handle work design successfully is to consider the
following; Who, What, Where, When, Why and How. These factors will have a major
impact in assisting to create the work in a more appropriate manner since it
takes into account the group or the individual that is assigned to perform the
work, the nature of the work and the desired output of the work.
The
most successful method that the HRM of an organization can adopt for the work
design is to follow the human approach. It can be considered the best and the
most impactful way for work designing, since more priority is given for the
employees who perform the job role and the work is designed to facilitate and
accommodate the employee while at the same time aligning the work with the
strategic vision of the organization, hence creating a win - win situation.
The
following aspects should be considered carefully by the HRM when taking part in
the process of work design;
·
Skill Variety
·
Task Identity
·
Task significance
·
Considering motivating factors such as
achievement, recognition, work itself, responsibility and advancement
·
Maintenance factors
·
Designing of work that is interesting and rewarding
for the copay as well as for the individual
The
designing of an efficient work design is a challenging task, since the work
design will simply decide the performance and the capacities well as the career
progression and stability of an individual in an organization, and should be
handled with much attention and precision
by the HRM of the origination. (Taylor, 2005) References
Parker, S. K., Parker, S., Wall, T. D., Job and Work Design: Organizing Work to
Promote Well-Being and Effectiveness [online]
Available at:
[Accessed
08th January 2020]
Taylor, S., People Resourcing: People Organizing Series [online]
Available at:
[Accessed 08th January 2020]
You have identified the factors such as Who, What, Where, When, Why and How which will impact the work design. Pls note that references are not properly published.
ReplyDeleteWork design involves the conscious efforts to organize tasks, duties and responsibilities into a unit of work to achieve certain objectives.you have clearly explained the importance of it.
ReplyDeleteWork design helps for the HRM era in organization.good job sanjeewa.
ReplyDeleteJob design affects to the organization directly! an interesting topic! good job brother!
ReplyDeleteJob design is a mojor functiin on organizational strcture .Company work flow process is subject on job design and all over heads are created as a effect of job design and empowerment .Good literature has been brought up to justify the content flow
ReplyDeleteIn this presentation, we examine the principles of job design and explore alternative approaches to designing jobs to increase employee efficiency and motivation. Our discussion focuses first on job design based on the logic that to perform a job analysis, there must be a job in existence, or at least the idea of a particular set of tasks and responsibilities to be performed
ReplyDeleteMost of the section are well defined and i have learned more regarding the job design well done.
ReplyDeleteThe psychological literature on employee motivation contains many claims that changes in job design can be expected to produce
ReplyDeletebetter employee job performance.
Designing effective jobs requires executives to consider 5 principles, span of control, accountability, responsibility, independence, and influence. These five job plan principles relate to each other.you may be explained relation with your organization is way better
ReplyDeleteJob design directly affect to the organization. Good article.
ReplyDelete