Approaches To Job Design: Human Approach Engineering Approach Job Characteristics Approach

APPROACHES TO JOB DESIGN
 HUMAN APPROACH
 ENGINEERING APPROACH
 JOB CHARACTERISTICS APPROACH
INTRODUCTION
 JOB ANALYSIS
“Job Analysis is the process of studying and collecting
information relating to the operations and responsibility of a specific
job”.
 JOB EVALUATION
“Job Evaluation is a systematic and orderly process of
determining the worth of a job in relation to other jobs”.
 JOB DESIGN
“Job Design involves systematic attempt to organize tasks,duties
and responsibilities into a unit of work to achieve certain objective”.
HUMAN APPROACH
 The human approach of job design laid emphasis on designing a

job around the people or employees and not around the
organizational processes.
 it recognizes the need of designing jobs that are rewarding

(financially and otherwise) and interesting at the same time.
 This approach jobs should gratify an individual’s need for

recognition, respect, growth and responsibility.
ENGINEERING APPROACH
 This approach was devised by FW Taylors et al. They

introduced the idea of the task that gained prominence in due
course of time.
 This approach the work or task of each employee is planned by

the management a day in advance.
 The instructions for the same are sent to each employee

describing the tasks to e undertaken in detail.
 The approach is based on the application of scientific principles

to job design
JOB CHARACTERISTICS APPROACH
• The job characteristics approach was popularized by Hackman and

Oldham, this approach there is a direct relationship between job
satisfaction and rewards.
• Skill variety: The employees must be able to utilize all their skills
and develop new skills while dealing with a job.
• Task Identity: The extent to which an identifiable task or piece or
work is required to be done for completion of the job.
• Task Significance: How important is the job to the other people,
what impact does it create on their lives?
• Autonomy: Does the job offer freedom and independence to the
individual performing the same.
• Feedback: Is feedback necessary for improving performance.
JOB ANALYSIS
Job Analysis
The process of
getting detailed
information about Job Job
jobs.
Descripti Specificat
ons ions
PROCESS
JOB DESCRIPTION
 Job Identification
 Job summary
 Job duties and responsibilities
 Working conditions
 Machines tools and equipment's
 Social environment
 Supervision
JOB SPECIFICATION
 Qualifications
 Experience
 Physical characteristics
 Psychological characteristics
 Social characteristics
METHODS OF COLLECTING DATA
JOB DESIGN
 The process of defining how work will be performed and what tasks
will be required in a given job.
 Job design integrates work content, rewards and the qualifications
required for each job in a way that meets the needs of employees and
the organization.
 Traditional Job design
Taylors’ scientific management
1. Time study
2. Motion study
3. Fatigue study
Factors affecting job designing

 Organizational factors
 Environmental factors
 Behavioral factors
MECHANISM OF JOB DESIGN
Variety of task of similar Variety of tasks of

No of Tasks nature different nature
Few tasks of similar Few tasks of different

nature nature
Task complexity
EMPOWERMENT
 To give the means, ability and authority
Various approaches:
1. Helping
2. Allowing more control
3. Providing success role model
4. Social role model
EMPOWERMENT PROCESS
 Recalling Depowering and empowering experiences
 Discussing reasons for empowerment
 Choosing one issue at a time
 Identifying potential power bases
 Developing and implementing action plans
JOB ENRICHMENT
Job Enrichment Job Enrichment + Job

Enlargement
Focus of Depth
Routine Job Job Enlargement
No. of Task
METHODS OF JOB EVALUATION
Non- ●
Ranking or job comparison
Grading or job classification
quantitative
●
Point rating
Quantitative
●
●
Factor comparison
JOB RANKING
 The importance of order of job is

judged in terms of duties,
Department Manager
responsibilities and demands on
the job holder. Assistant Manager
 For example,
Supervisor/officer
Team Leader
Clerical Assistant
receptionist
ADVANTAGEOUS OF JOB EVALUATION
 Reduction in inequalities in salary
 Specialization
 Helps in selection of employees
 Standardization
 Improvement, Selection and promotion procedures
JOB CLASSIFICATION METHOD
 System of job evaluation by which jobs are classified and grouped
according to a series of predetermined wage grades.
 For example,
Class I
Office Manager, Deputy office
Executives manager, Departmental
supervisor.
QULITY OF WORK LIFE
 Degree to which members of an organization are able to satisfy
important personal needs through their experiences in the organization
 Common approaches
1. Flexibility in work schedule
2. Autonomous Work Group
3. Job Enrichment
4. Opportunity for growth
5. Participation
6. Communication
Effects of QWL
 Job involvement
 Sense of competence
 Job satisfaction
 Job performance and productivity
JOB SATISFATION
 The amount of pleasure associated with a job
 Effects of Job Satisfaction

1. Physical and mental health
2. Productivity
3. Absenteeism
4. Employee turnover

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APPROACHES TO JOB DESIGN

 The human approach of job design laid emphasis on designing a

 it recognizes the need of designing jobs that are rewarding

 This approach jobs should gratify an individual’s need for

 This approach was devised by FW Taylors et al. They

 This approach the work or task of each employee is planned by

 The instructions for the same are sent to each employee

 The approach is based on the application of scientific principles

• The job characteristics approach was popularized by Hackman and

Factors affecting job designing

Variety of task of similar Variety of tasks of

Few tasks of similar Few tasks of different

Job Enrichment Job Enrichment + Job

 The importance of order of job is

 Effects of Job Satisfaction

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