Job design: Difference between revisions
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== Final conclusion == | == Final conclusion == | ||
After the research and analysis of job design, it can be concluded that it is a very important aspect that companies must pay a lot of attention to if they want the process of creating the job to be efficient. This will allow them to foster employee interest in the job and increase job satisfaction, while achieving all the objectives set by the organisation. | |||
==Footnotes== | ==Footnotes== | ||
Revision as of 19:13, 21 November 2022
Job Design can be defined as the process used by companies to create new jobs by setting out the tasks and responsibilities or to make adjustments to the functions covered by an existing job, and it is an effective tool because it makes it easier to achieve the organization's interests and meet the needs of employees.
According to Durai, he describes job design as "the combination of job content and the method of work that has been adopted in the performance of the job" [1].
Similary, Ali and Arrosiya, they cite that job design "is the function of organizing tasks, duties and responsibilities in an organizational unit of work" [2].
Job design in a company
Final conclusion
After the research and analysis of job design, it can be concluded that it is a very important aspect that companies must pay a lot of attention to if they want the process of creating the job to be efficient. This will allow them to foster employee interest in the job and increase job satisfaction, while achieving all the objectives set by the organisation.
Footnotes
References
- Belias, D., & Sklikas, D. (2013), Aspects of Job Design. International Journal of Human Resources Management and Research, Vol. 3, Issue 4, pp.85-94.
Author: Zaira Bancells Guerrero,Mónica Guijarro Bernabeu,Gabriela Varela Barker
.
