Considerations in Job Design

There is no universally accepted procedure for designing jobs that will fit a production system. However, the tasks to be done, the type of training provided, and the work environment, i.e. the machinery and tools available for use - all these affect the contribution of an employee in a production system.  Some of the important components of effective job design are given below:

Specialization

Specialization of labor has both pros and cons. Becoming a specialist in a particular area can provide a worker with a great sense of pride.  The fewer tasks a worker does and the narrower the range of his responsibilities, the more skilled and efficient the worker becomes in that particular area. Specialization also results in high-speed and low-cost production as the technique used is perfected.

However, specialization is not preferred for certain jobs because they become tedious, monotonous and less challenging for workers. Specialization can also lead to the worker losing interest in the job, and this may ultimately result in poor quality, lower production rates, and higher rates of absenteeism and employee turnover. Managers have to balance job specialization and skill variety, while designing the jobs for employees. Table 7.1 summarizes some of the advantages and disadvantages of job specialization. 

Job Content

Job content is the central aspect of job design. It defines the set of activities to be performed on the job.  These include the duties, tasks and job responsibilities to be carried out by the jobholder, the equipment, machines and tools to be used, and the required formal interaction with others.

The extent to which tasks can or should be defined differs from job to job. For instance, in traditional and repetitive jobs like those performed by workers on an assembly line, all tasks that are to  be performed can be clearly listed and elaborately specified. On the other hand, it is difficult to define the job of an executive in exact terms as the duties encompass a much wider range of tasks that are performed in different ways to meet unanticipated and dynamic business situations.

Job content is the key to job design as it influences other aspects of human resource management. For instance, job content determines the qualifications and skills an organization should seek when selecting personnel. If the job of a senior chemist requires several years of experience with various kinds of chemical analysis, an organization cannot resort to campus interviews of new graduates to recruit personnel for the post. Job content also determines the nature of training programs that are conducted and the level of compensation provided.  For instance, welding technicians who work with aluminum will require different training from those who work with steel. Performance analysis is based on the effectiveness of employees in satisfying the requirements as defined by the job content. Further, the compensation an employee receives is also based on several factors covered by job content, such as the complexity and the level of responsibility involved.

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