The following are some of the job design and redesign techniques:
1. Job Simplification
In job simplification, the entire job is broken down into manageable subparts, allowing employees to do these tasks without requiring extensive specialised training. Furthermore, minor parts of the task may be completed at the same time, allowing the entire process to be completed faster. Time and motion studies are commonly used to simplify jobs.
2. Job Rotation
Another approach for increasing employee engagement is job rotation, which is allocating employees to different duties or tasks on a regular basis. An individual may, for example, spend two weeks fitting bumpers to automobiles and the next two weeks performing final chassis tests. The same person may be allocated to two distinct positions in the coming month.
As a result, the individual would be rotated through four different occupations. Employees do not have the same regular work every day, which is an advantage of job rotation. The problem of allocating people to occupations with restricted scope is only addressed by job rotation; the depth of the job remains unchanged. The job cycle for the actual day-to-day labour has not been prolonged or altered. Instead, people are simply allocated to various duties with varying cycle times.
Job rotation is frequently utilised as an effective training method for new, inexperienced personnel. Rotation also aids the development of management generalists at higher organisational levels by exposing them to a variety of operations.
Advantage of Job Rotation Technique
- The employee is exposed to a range of tasks, work environments, and peer groups.
- Job rotation allows employees to enhance their knowledge and abilities.
- Work rotation has the primary benefit of relieving employees of the boredom and monotony of doing the same job.
- People become more adaptable as a result of this approach. They are willing to take on additional responsibilities, especially in other roles.
- Employees' work experience is broadened via job rotation, which transforms experts into generalists.
- It is also advantageous to management since it obtains personnel who are capable of doing a range of jobs in order to meet the contingencies.
- This technique enhances the employee's self-esteem and personal value.
- Job rotation also causes problems. The new employee must be adjusted by the rest of the team.
- Moving a person into a new position at a time when his efficiency in the previous one was creating organisational economies reduces productivity.
- The expense of training has gone up.
- The supervisor may also need to devote extra time to answering questions and overseeing the work of the newly rotating employee.
- It has the potential to demotivate clever and ambitious trainees who are looking for particular duties in their field of study.
3. Job Enlargement
Job enlargement, or expanding the amount of tasks completed, is another way to improve employee satisfaction with regular jobs (i.e. increasing the scope of the job). Work enlargement, like employment rotation, aims to avoid boredom-inducing short job cycles. Job expansion, unlike employment rotation, actually lengthens the job cycle. When a job is expanded, the activities that are completed are either expanded or many short tasks are assigned to one person.
As a result, the job's scope expands since the same worker is responsible for several tasks. In contrast to job rotation, where personnel cycle among work stations and utilise the same work processes, job expansion programmes modify numerous techniques of operation. Job enlargement alters the pace of work and operations by redistributing duties and responsibilities, but it does not increase the duration of a job.
The following are some of the advantages of job enlargement:
- Increasing the variety of occupations available
- gratification at work
- Provides a sense of wholeness and identity with the job, as well as increasing the knowledge required to do it.
- Provides a wide range of abilities.
- Reduces boredom and strain.
- Educates and develops employees that are more adaptable.
Despite these benefits, this technique of work design is not fully satisfactory because it does not enhance the depth of a job. Larger occupations need a lengthier training duration due to the increased number of duties to be taught.
4. Job Enrichment
Job enrichment is based on Herzberg's two-factor theory of motivation, which suggests that job content is one of the most important elements in motivation. n. If a work is constructed in such a way that it engages and challenges the job performance while also providing possibilities for success, recognition, responsibility, promotion, and growth, the job will become a motivator for the person.
Techniques for Job Enrichment
To make occupations more interesting. The following actions should be taken by the management:
- Decision-making autonomy
- Assign an employee to a natural work unit.
- Promoting participation
- Allow the employee to create his own performance goals.
- Minimize restrictions to give employees more flexibility; hold an employee directly accountable for his or her performance.
Job Enrichment Benefits
The following are some of the benefits of job enrichment:
- It adds to the role's complexity.
- Work enrichment is the most popular type of job design because it allows employees to learn in a meaningful way.
- It makes work more exciting and motivates employees.
- It aids in the reduction of labour turnover and absenteeism.
- It improves the employees' abilities.
- It boosts employee morale and productivity.
- Reduce boredom and discontent.
- Boost both qualitative and quantitative production.
Disadvantages of Job Enrichment
- Costs will rise.
- More staff counselling, training, and guidance are required.
- This isn't accurate for all jobs.
- Personnel effect is negative.
- People are being forced to do things they don't want to do.
- Objected to by labour unions
- Remunerate discontent
