Human Resources Management

- Job Design

I. Human Resource Management (HRM) involves attracting, developing, and maintaining a talented and energetic workforce to support organizational mission, objectives and strategies. Three major roles involve in HRM:

A. Attracting a quality workforce: It involves HR planning, recruitment and

selection.

B. Developing a quality workforce: Company is responsible for employee

orientation, training and development, and career planning and development.

C. Maintaining a quality workplace: Manage employee retention and turnover,

performance appraisal and compensation and benefits.

II. Job Design

It is in many ways an exercise in “fit”. Good job design helps avoid problems, improve productivity, and enhance employees well being. Four approaches to job design are:

A. Scientific Management: It emphasizes on work simplification with limited

number of tasks, and each task is scientifically specified so that the worker

is not required to think or deliberate.

B. Job Enlargement: Increase task varieties of an employee by combining two

or more tasks into one. It involves horizontal loading.

C. Job Rotation: Increase task varieties by shifting workers to different tasks. D. Job Enrichment: Vertical expansion of a job by adding planning and

decision-making responsibilities of an employee. It involves vertical loading

Job Characteristic Model (JCM): It is a type of job design that combines both horizontal and vertical improvements to stimulate employee motivation and

satisfaction. A job that is high in these core characteristics is said to be enriched.

(i) Skill variety: the extent to which the job requires a variety of

activities, skill and talents of employee to carry out the work.

(ii) Task identity: the extent to which the job allows the employee to

complete from beginning to the end with a visible outcome.

(iii) Task significance: the extent to which the job is regarded as

important to people inside and outside the organization.

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(iv) (v)

Autonomy: the extent to which the job provides employee with freedom to plan, schedule and decide work procedures

Feedback: the extent to which the job permits the employee to obtain clear and direct knowledge about how well they are doing.

Critical Psychology States

Experience

meaningfulness of the work

Experience responsibility for outcomes of the work

 High internal work motivation

 High growth gratification

Individual Work Outcomes Core Job Characteristics

 Skill Variety  Task Identity  Task Significance

 Autonomy

 Feedback

 High general job satisfaction Knowledge of actual results of the work  High work

effectiveness

Employee growth-need strength  Knowledge and skill  Context satisfactions

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