Job Design Services

 

Job Design is a continuous and evolving process that specifies the contents, methods and relationship of jobs which enable to achieve organisational goals and to meet external and internal requirements.

 

 

Job Design is used to modify and enhance performance. It is also one of the tools that help to reduce employee dissatisfaction, and to enhance motivation and employee engagement at the workplace. 

It addresses various issues within the organisational set-up:

  • Aligning mission, vision, strategy and goals with jobs,
  • Ensuring tasks are comprehensive,
  • Ensuring that work processes are defined and clear,
  • Ensuring that work processes and job holders are connected,
  • Defining clear accountability and duties of job holders,
  • Distributing the workload.

Job Analysis

Job Design starts with Job Analysis. Job Analysis aims at outlining and organising tasks, duties and responsibilities into a single unit of work to achieve certain objectives. It also tracks and outlines the methods and relationships which are essential for the success of a particular job.

Our Job Analysis approach combines several methods of collecting job-related information. The selection of methods depends on the objectives of the job analysis process, as well as on the needs of the organisation and the responsibilities and duties of jobs.

Job Description and Job Specification

The job system of an organisation contains job descriptions and job specifications which define the key accountability and qualification requirements for particular jobs.

The main purpose of job description is to determine what needs to be delivered in a particular job. It helps in attracting, targeting, recruiting and selecting the right candidate for the right job.

A job specification is a written statement of educational qualifications, specific qualities, level of experience, skills and other demands required to perform a job.

Together, the job descriptions and job specifications cover the major outputs of a particular job.

 

Our Approach 

We design task oriented job descriptions which specify:
  • Steps and activities in the process of performing a task,
  • Information about the expected output of the task,
  • Standard performance including quantifying and qualifying terms.
We integrate the following              essential quality attributes:
  • Specialization: It increases efficiency by allowing employees to become specialists in their work. It makes their work more challenging and interesting.
  • Job Enlargement: It combines diverse tasks or functions the job holder performs on the job.
  • Job Enrichment: It delegates responsibility for higher objectives and it increases employee satisfaction with the job by giving larger autonomy or independence.

 

Benefits of Job Design 

 

For your organisation Due to good Job Design your organisation can achieve higher performance by ensuring that the work carried out by your employees is aligned with the organisation’s strategy and goals. Job Design also helps you to recruit highly performing staff and to compensate them adequately.
For your management A good Job Design helps your management to manage employees and to stir their performance toward the organisation’s strategy and goals.
For your employees A good Job Design helps your employees to understand the expectations of the organisation from their work, how their activities relate to other jobs, and how they contribute to the mission, goals and objectives of the organisation.
For your HR department Most activities your HR department undertakes are founded on good Job Design. Job Design enables them to manage recruitment, selection, job orientation, training, counseling, supervision, compensation, performance management, rewards and recognition, and legal compliance.

 

Frequently Asked Questions 

How many job descriptions do we need? The number of job descriptions and job specifications at the beginning of the process of job design and at the end is not the same. Sometimes we merge multiple job descriptions and specifications into one, sometimes we design new job descriptions and specifications, and sometimes we design new ones for the jobs which are expected to emerge in the future. The number differs due to the need to align jobs and business processes with the business strategy and goals of your organisation. Their number also changes due to the need to increase efficiency across the organisation and to adjust them to the changes that occurred in the internal and external environment.
Why do we need detailed job descriptions and specifications? Detailed job descriptions and specifications facilitate higher employee and organisational performance. To perform as expected your employees need to know precisely what tasks they should do, how, in what order and what the output should be. Simultaneously, your management needs to monitor, measure and manage employee performance. As an employer you need to record, compensate and reward employee performance, as well as to use detailed job descriptions and specification when you recruit and select staff.
Can we use the general job descriptions and specifications   we have for job evaluation? Organisations use general job descriptions to provide basic information about a particular job and to meet legislative requirements. If you use general job descriptions for job evaluation you will not be able to measure the real weight and contribution of jobs. General purpose job descriptions do not contain detailed tasks, outputs and performance standards which you need for job evaluation.

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