HRM 1370: Human Resource Management 2024 PDF

Chapter 02 Job Design (JD) Session 02 HRM 1370: Human Reso...

Chapter 02 Job Design (JD) Session 02 HRM 1370: Human Resource Management ILOs: 1. Define what job design means. First Year ~ Second Semester 2024 2. Understand the significance of JD. 3. Identify five techniques of JD. Department of Human Resource Management 4. Understand elements of JD. {Farsighted Leader in HRM Field} Faculty of Management Studies and Commerce University of Sri Jayewardenepura 5. Understand the way of finding the balance between efficiency elements & behavioral elements. of JD 1 Department of Human Resource Management Department of Human Resource Management 1 2 What is a job? 1. Basic building blocks of the organization Main foundation ❑ A job composed of 3 main components 2. Jobs are individual assignment Primarily organizational work dividing into Job individual assignment, is the creation of jobs 3. Organizational unit of work. Tasks Duties Responsibilities Department of Human Resource Management Department of Human Resource Management 3 4 A Duty A Task Duty is a series of tasks and a large work segment Series of motions Distinct identifiable performed by an individual. small work activity Duty = T1+T2+T3 A University Lecturer Lecturer Delivering lectures Talking Writing Responsibility Asking questions from the students The obligation to performing tasks and duties Giving answers for the questions raised by successfully. the students Department of Human Resource Management Department of Human Resource Management 5 6 1  University Lecturer Human Resource Manager Tasks Duty Responsibility ❑ Talking Delivering Obligation to perform Tasks Duty Responsibility ❑ Writing lectures and assign tasks and ❑ Checking Interviewing Obligation to perform ❑ Observation duties successfully. certificates job applicant and assign tasks and ❑ Asking questions ❑ Observation duties successfully. from the students ❑ Asking questions. ❑ Giving answers for ❑ Evaluating the questions raised by the students Department of Human Resource Management Department of Human Resource Management 7 8 Significance of JD Definition of JD JD as the function of arranging tasks, duties and responsibilities into an organizational unit of work for the purpose of accomplishing a certain objective. (Opatha, 2019) Department of Human Resource Management Department of Human Resource Management 9 10 1.Scientific Technique Scientific Management Techniques of JD Basic objective is to maximize the organizational productivity by maximizing employee efficiency. Scientific Job Professional Method Enrichment Technique Group Division of labour Specialized jobs Technique Job Enlargement Shorter job cycle Job Rotation Required time to complete every duty in the job for one time. Department of Human Resource Management Department of Human Resource Management 11 12 2  Calculate the job cycle for lecturer job There are 3 duties for one job. Calculate the job cycle. 4 minutes go to finish duty A Duties Time required Job cycle 2 minutes go to finish duty B Delivery lectures 03 months 3 minutes go to finish duty C Conduct exams 03 weeks.. months Other works 01 week Job cycle is ………minutes.. Department of Human Resource Management Department of Human Resource Management 13 14 Advantages Disadvantages 2. Job Enlargement / Horizontal Loading Too specialized Expertise secured Monotony (due to repetition) Increasing the scope of a job by including a new related Speed duty / duties in addition to the current duties. Cost of training Boredom (negative feeling Lack of interest) EX: Wastages Finding another job is more D 01 D 02 Before JE Quality difficult Quantity Job dissatisfaction D 01 D 02 D 03 D 04 After JE Department of Human Resource Management 15 16 Eg: Sales Manager 3. Job Enrichment/ Vertical Loading Planning the job Planning the job Increasing the depth of a job by expanding authority and Doing the job Doing the job responsibility for planning and controlling the job. Controlling the job Controlling the job Ex: Highly enriched jobs ❑ Medical specialist in a hospital Sales Representative ❑ Managing Director in a firm Before job enrichment After job enrichment Department of Human Resource Management Department of Human Resource Management 17 18 3  4. Job Rotation JD method Training Method Shifting an employee from one job to another job within a certain period of time without limiting the employee to do a particular job only.. Department of Human Resource Management Department of Human Resource Management 19 20 6. Group Technique Elements of JD Group of individuals can perform a job. Result is a collective job. Each team member is responsible for the final outcome of Efficiency elements Behavioural elements the work. Greater production and greater efficiency through minimize the cost and time Department of Human Resource Management Department of Human Resource Management 21 22 1. Division of labour 2. Behavioral Elements Breaking works into their smallest parts and employing Greater motivation or satisfaction and development different persons to do each part separately. of employees (Hackman and Oldham-Job Characteristics Model) 2. Standardization 1. Skill Variety: “One best way ” to do a certain job. The extent to which the job requires the use of different skills. 3. Specialization 2. Task Identity: Employee’s concentration on one particular type The extent to which the job involves doing some of work so that the employee acquires an expertise complete piece of work. in that type of work. Department of Human Resource Management Department of Human Resource Management 23 24 4  3. Task Significance: The trade off between efficiency and behavioral The extent to which the job has an impact on elements other people’s work. Efficiency elements of job design result to greater 4. Autonomy: specialization, less variety, less task identity, low task The degree of independence and freedom the job holder has. significance and minimum autonomy while behavioral elements of JD stress to add more variety, more task 5. Feedback: The extent to which clear information of identity, high task significance, more autonomy and results in respect of individual efficiency and more feedback. effectiveness is provided. Department of Human Resource Management Department of Human Resource Management 25 26 Trade off…… Trade off…… It is more likely that making the job more efficient causes Efficiency it to be less satisfying. Elements Conversely, making the job more satisfying by focusing on employee need more likely proves to be inefficient. Behavioral Elements Department of Human Resource Management Department of Human Resource Management 27 28 The relationship between productivity and specialisation/ Level of Specialization and Productivity Productivity There must be a trade off between efficiency elements and behavioral elements in job design. The proper balance is the most important factor. 0 Level of Specialization Department of Human Resource Management 29 30 5  Over Specialization…. Specialization increases the productivity only up to a What is the primary purpose of the JD ? certain level. But if an employee is over specialized it will Achieve organizational success be likely to reduce the productivity due to boredom, lack of having a overall understanding and occupational stress and diseases. Thus, the proper level of specialization must be understood and there after better to stop having Job productive Job satisfying specialized. Department of Human Resource Management Department of Human Resource Management 31 32 Alternative Forms of Work Arrangements 3. Compressed workweek Allows employees to work a less number of days per 1. Telecommuting( Teleworking) week but more hours for each day of working. Form of work that allows employees to work remotely, usually from home or another location other than the traditional office. 4. Shift Work A group of employees who work for some time during the day or evening or night and are then placed by another 2. Flexible working hours (Flexi-time) group of employees to continue producing a certain good To a work arrangement where employees have or providing a certain service. some degree of control over their daily working schedule. Department of Human Resource Management Department of Human Resource Management 33 34 Job-Person Fit Concept 5. On-call Matching employee characteristics with job characteristics On-call is when an employee is required to be available Person to work at any time during hours of operation on a Job specific day. Strength Content Knowledge 6. Freelance Tasks Skills Freelance is chosen entirely by the freelancer or Duties contract worker. As long as the work is completed by the Attitudes Responsibilities deadline, the freelancer can work whenever they want Satisfaction for as long as they desire. Methods Machines Needs and Technology objectives Department of Human Resource Management Department of Human Resource Management 35 36 6