Factors That Influence Job Design
Factors that influence job design, hiring, training and performance appraisals that supervisors must take into account.
Staff members are required to perform a clear set of job activities that are designed to accomplish organizational objectives (Lewis, Packard, & Lewis, 2007). There are two considerations that should be taken into account when designing specific staff roles. The first consideration is that the job will need to be designed to meet accomplishment of program objectives, satisfaction of key holder expectations; and the clients. The second consideration is that the job should have incorporated elements that provide a working environment for employee’s that is high quality. If employees have a quality work environment, they will find their jobs stimulating, meaningful and will be more committed to organizational goals (Lewis, Packard, & Lewis, 2007). Other factors that may influence job design are the need for basic level of knowledge and skills, pay and working conditions.
Factors that influence hiring are qualifications, education and specific prior experience. Screening grids and checklists are used to organize key information about candidates. The grid provides information about the candidates that relate to qualifications, educations, and prior experience. A check list is also used to provide details that will reflect the ratings for meeting, not meeting, or exceeding expectations. After the screening has been completed, only the best candidates will be considered for further processing. There will also be a need for a certain degree of match between the goals of the applicant and the mission of the organization (Lewis, Packard, & Lewis, 2007).
Careful consideration is given to the use of resources and participant motivation, and so training programs will be based on the assessment of real needs. Certain factors influence job training and these factors are management support, legitimate training needs, Learning objectives, experienced trainer,
Staff members are required to perform a clear set of job activities that are designed to accomplish organizational objectives (Lewis, Packard, & Lewis, 2007). There are two considerations that should be taken into account when designing specific staff roles. The first consideration is that the job will need to be designed to meet accomplishment of program objectives, satisfaction of key holder expectations; and the clients. The second consideration is that the job should have incorporated elements that provide a working environment for employee’s that is high quality. If employees have a quality work environment, they will find their jobs stimulating, meaningful and will be more committed to organizational goals (Lewis, Packard, & Lewis, 2007). Other factors that may influence job design are the need for basic level of knowledge and skills, pay and working conditions.
Factors that influence hiring are qualifications, education and specific prior experience. Screening grids and checklists are used to organize key information about candidates. The grid provides information about the candidates that relate to qualifications, educations, and prior experience. A check list is also used to provide details that will reflect the ratings for meeting, not meeting, or exceeding expectations. After the screening has been completed, only the best candidates will be considered for further processing. There will also be a need for a certain degree of match between the goals of the applicant and the mission of the organization (Lewis, Packard, & Lewis, 2007).
Careful consideration is given to the use of resources and participant motivation, and so training programs will be based on the assessment of real needs. Certain factors influence job training and these factors are management support, legitimate training needs, Learning objectives, experienced trainer,