An organisation is like a network of roles in which tasks are assigned in order to achieve predetermined goals or objective. The relationships that exist between the individual job and the position constitute the structure in an organisation.
A complete job analysis and design involves :
- Designing Individual Jobs
- Job Analysis and Job Specification
- Job Enrichment and Rotation
- Strung Individual Jobs in Organisations.
Job design means specification of the contents, methods and relationships of jobs in order to satisfy technological and organisational requirements as well as social and personal
requirements of the job holder. Job design is related to technology task, productivity and worker satisfaction.
Various researches has identified following six "requisite task attributes" that are expected to enhance employee satisfaction and attendance in all organisations :
- Autonomy for individual and group decision making for planning and carrying out the work activities,
- Opportunities for social interactions,
- Knowledge and skills required and proper utilization thereof,
- Variety,
- Required social interaction, and
- Responsibility.
- High internal work motivation,
- High quality work performance,
- High satisfaction with the work, and
- Low absenteeism and hungover.
For designing a job, all printout facts about the job ought to be known. Job analysis may be defined as a process of making in-depth study of every aspect of job to be redesigned and performed and recording the observations in the form of a report. It includes both (i) job description, and (ii) job specification as shown in Table.
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| Job Analysis |
Thus, job analysis includes the following components
- Identification of the Wk performed by the individual,
- Machines, tools and equipment utilized,
- Materials, products or service involved, and
- Training, skills, knowledge and personal traits required of the worker.
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