Job design: Difference between revisions
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==References== | ==References== | ||
* Belias, D., & Sklikas, D. (2013),[https://www.researchgate.net/publication/260288949_ASPECTS_OF_JOB_DESIGN'' Aspects of Job Design]''. International Journal of Human Resources Management and Research, Vol. 3, Issue 4, pp.85-94. | * Belias, D., & Sklikas, D. (2013),[https://www.researchgate.net/publication/260288949_ASPECTS_OF_JOB_DESIGN'' Aspects of Job Design]''. International Journal of Human Resources Management and Research, Vol. 3, Issue 4, pp.85-94. | ||
* Memoona Zareen K.R, & Bahaudin, M. (2013), | |||
''[https://core.ac.uk/download/pdf/234624554.pdf ob Design and Employee Performance: the Moderating Role of Employee Psychological Perception]''. European Journal of Business and Management, Vol. 5, Núm 5, pp.46-55. | |||
{{a|Zaira Bancells Guerrero,Mónica Guijarro Bernabeu,Gabriela Varela Barker}}. | {{a|Zaira Bancells Guerrero,Mónica Guijarro Bernabeu,Gabriela Varela Barker}}. | ||
[[Category:Marketing]] | [[Category:Marketing]] | ||
Revision as of 21:01, 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
It is important to note that there are three key aspects to consider when designing a workplace: job rotation, job enrichment and job enlargement. These aspects can be used to encourage, involve and engage employees in their workplace [3] , [4].
- Job rotation: is the process that allows workers to be moved from one place to another as a learning function for them, as they are given the opportunity to perform a variety of tasks making workers multi-skilled.
It should be noted that in order for rotation to be effective and for employees not to be rotated to unsuitable workplaces, the following factors should be taken into account:
- Skills, knowledge and abilities of the worker.
- Sex of the employee.
- Physical requirements for the job.
- The time it takes to complete the new task.
In addition, rotation provides many benefits, such as higher employee efficiency, higher productivity, higher worker retention, higher motivation... At the same time, it reduces employee boredom and reduces absenteeism.
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.
- Memoona Zareen K.R, & Bahaudin, M. (2013),
ob Design and Employee Performance: the Moderating Role of Employee Psychological Perception. European Journal of Business and Management, Vol. 5, Núm 5, pp.46-55.
Author: Zaira Bancells Guerrero,Mónica Guijarro Bernabeu,Gabriela Varela Barker
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