Factors to be considered during Job design in HRM

    

Human resources are an organization's greatest assets because without them, everyday business functions could not be completed. Human resources and their potential to carryout particular task are considered as key drivers for an organization’s success (Haslinda, 2009). One of the major technique that becomes more effective to achieve organizational success is the "Job Design"

“Job design is the process of deciding on the contents of a job in terms of its duties and responsibilities, on the methods to be used in carrying out the job, in term of techniques, systems and procedures and on the relationships that should exist between the jobholder and his superiors, subordinates and colleagues” (Whatishumanresource.com, 2022).

There are some available approaches to emphasize during job designing such as;

1. The mechanics of doing a job efficiently
2. The job's impact on motivation
3. The use of safe work practices
4. The mental demands of the job

Identifying the components of a particular job is the major part in job designing. There are specific techniques available for the HR managers to follow during the Job designing. 

Who    : Mental & Physical Characteristics of the workforce 

What   : Tasks to be performed

Where : Geographic location of the organization, location of working areas

When  : Time of the day

Why    : Organizational rationale for the job, objectives and motivation of the worker

How    : Method of performance and motivation

If an employee get dissatisfied with their job, the duty of HR team is to redesign the respective job after getting the employee feedbacks. Only the good result of performance and productivity can be achieved through well designed job structure. It motivates and makes some interest on the employee to perform the tasks.  

There are three main factors to be considered when designing a job (Rajguru, 2022).  

1. Organizational factors
2. Environmental factors
3. Behavioral factors.

1. Organizational Factors:

Work Nature aims at different tasks (such as planning, executing, monitoring, controlling etc) to perform during a job.

Ergonomics aims at physical abilities and individual traits of employees 

Workflow aims at product and service type and the balance in between 

Culture determines the methods or standards in carrying out tasks at the work places

2. Environmental Factors:

Employee availability and abilities/skills are more demanding for a particular job which lead to increase productivity and employee satisfaction

Socio economic and cultural expectations such as literacy level among the employees and linking their competency with the job is important.

3. Behavioral Factors:

Human factors which pertain to human need that satisfy ensuring workplace productivity and it consider elements such as autonomy, diversity, feedback. 

Summary

• "Job design is the process of organizing work into the tasks required to perform a specific job."
• "An HR manager should have a keen interest in the design and specification of individual jobs within the organization." 

References: 

Haslinda, A., 2009. Evolving terms of human resource management and development. The journal of International social research, 2(9), pp.180-186.

wharishumanresource.com, 2022. Job design-process of job design- approaches to job design- theories of job design? Available at: https://www.whatishumanresource.com/job-design Accessed on: 02.08.2022

Rajguru, K., 2022. What is Job design. Available at: https://www.economicsdiscussion.net/human-resource-management/what-is-job-design/31762 Accessed on: 04.08.2022