Q. What is Job Design? How is it different from Job Analysis? Explain with suitable examples
Ans. Job design is defined as the process of deciding on the content of a job in terms of duties, responsibilities of job holders; on the methods to be used in carrying out the job, in terms of techniques, systems and procedures and on the relationships that should exist between the job holder and his superiors, subordinates and colleagues. Factors affecting job design include: organizational factors, environmental factors and behavioural factors. Two important goals to job design are to meet the organizational requirements such as higher productivity, operational efficiency, quality of product/services etc. and to satisfy the needs of individual employees like interests, challenges, achievement or accomplishment etc. Finally the goal of the job design is to integrate the needs of the individuals with the organizational requirements. There are three important approaches to job design viz 1) engineering approach 2) human approach and 3) job characteristics approach.
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Job Analysis is the process of determining, by observation and study and reporting pertinent information relating to the nature of a specific job. It is the determination of the tasks which comprise the job and of skills, knowledge, abilities and responsibilities required of the worker of a successful performance and which differentiate one job from all others.
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| Job Design | Job Analysis |
| It has an engineering approach which studies the work scientifically, and is based on scientific management principles. These principles seem to be quite rational and appealing as they point towards increased organizational performance. | Description of Work activties, like how is a task performed? Why is a task performed? When is a task performed? |
| It has a human relations approach and recognizes the need to design the jobs which are interesting and rewarding. | Interface with other jobs and equipments |
| It has a job characteristics approach which assumes that employees will work hard when they are rewarded for the work they do and when the work gives them satisfaction. Motivation, satisfaction and performance should be integrated in the job design. Jobs with skill variety, task identity, task significance, autonomy and feedback are called core job dimensions. | Procedures used. Analysis of Behaviours required on the job. Physical movements and demands required to perform the job. |
| The goal of job design is to integrate the needs of the individual with the organization requirements. Unlike job analyses which aims at studying the nature of the job etc. | List of Machine Tools, Equipment and Work Aids used. |
| Job Design has options like Job Rotation, Job enlargement, Job bandwidth, Job enrichment. Within Job Bandwidth there is a narrow job design (multi layers, narrow authority and responsibility) and Broad job design (job satisfaction due to variety of task, empowerment, horizontal re-enforces and high productivity). | Job Context. Physical working conditions. Whether exposed to heat, dust, toxic substances. Indoor versus outdoor environment Organisational context. Social context. Work schedule. Incentives (financial and non financial) |
| Personnel Requirements: Specific skills, specific education and training. Work experience. Physical characteristics. Aptitude. |
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