Modern Approaches of Job Designing & Enrichment.

What is Job Designing?

Last five-decades HRM professionals are trying to design the most accurate and appropriate job designing structure for their selection process. selecting the right person for a particular job is the most important thing in the requirement process then only any organization can get the best productivity from the particular person for the company. 

The process of job design has been defined as:

 “Specification of the contents, methods, and relationships of jobs to satisfy technological and organizational requirements as well as the social and personal requirements of the job holder.” (Buchanan, 1979) 

  Job design specifies the contents of jobs to satisfy work requirements and meet the personal need of the job holder, thus increasing levels of employee engagement (Armstrong 2014,p,145)

Approaches used in job designing

1. Mechanistic Approach 
2. Humanistic Approach 
3. Job Characteristics Approach 
4. Socio-Technical Systems Approach

How to do a job enrichment

To get the best outcome  from the employee, most HRM teams plan the job enrichment to   empowers employees to assume more responsibility and accountability they believe it will increase the productivity of them and it can help achieve the company goals. 

    01  Vertical loading 

Companies let the staff to think and perform tasks at a range of different levels of responsibilities, some of the responsibilities that they do not have had given before, giving the employee additional authority, autonomy, and control over the way the job is accomplished,  it gives them to feel better about themselves. This approach, when implemented correctly, should lead to feelings of personal accountability and responsibility for the work outcomes                                                                                                           

    02 Formation of natural work teams 

These are small groups of workers that come together to plan how to organize their work well. The objective is to increase ownership of the task, which contributes to the meaningfulness of work.

    03 Establishment of customer relationships and employee ownership of the product

As teams become more advanced, they will be able to meet with customers and focus on the customers’ needs, not the needs of their supervisors. 

There are three basic steps to achieve this: 

1. The client must be identified. 
2. The contact between the client and the worker needs to be established. 
3. Criteria and procedures are needed by which the client can judge the quality of the product. 

    04 Employee receipt of direct feedback 

This will help employees to Identify whether their performance is improving, staying at the same level, or deteriorating.

As a company, international distillers Ltd has moved into the multi-task job designing concept, whereas a sales organization they believe they need the people who have to have multi-talented skills, so in their job designing process they added more responsibilities to the particular job role, some responsibilities are in their next level position but they add some of the responsibilities when they designing the job.  (Emphasizes strategic level, Encourages collective and cooperative working arrangements, Emphasizes lean production, etc.)

References.

ResearchGate. 2020. (PDF) Job Analysis: A Strategic Human Resource Management Practice. [online] Available at: 

<https://www.researchgate.net/publication/228903917_Job_analysis_A_strategic_human_resource_management_practice> [Accessed 13 December 2020].

Casrilanka.com. 2020. [online] Available at: 

<https://www.casrilanka.com/casl/images/stories/PDBF/job%20desgn%20anlyss%20-%20drtpppt.pdf> [Accessed 13 December 2020].

Dr.lib.sjp.ac.lk. 2020. [online] Available at: 

<http://dr.lib.sjp.ac.lk/bitstream/handle/123456789/3711/Impact%20of%20Physical%20Working%20Conditions%20on%20Operational%20Level%20Employees%E2%80%99%20Job.pdf?sequence=1&isAllowed=y> [Accessed 13 December 2020].