Job Design and Job Analysis

Job design determines the way work is organized and performed. Job design typically refers to the way that a set of tasks, or an entire position, is organized. The aim of job design is to improve job satisfaction, to improve quality and to reduce employee problems (e.g., grievances, absenteeism, turnover etc).Good design incorporates the relationship with organizational goals and values and should be well understood in order to align and prioritize the job’s responsibilities. The design should: * Allow for employee input. Employees should have the option to vary activities according to personal needs, work habits, and the circumstances in the workplace. * Give employees a sense of accomplishment. * Include training requirements so employees know what tasks to do and how to do them properly. * Provide good work/rest schedules. * Provide feedback to the employees about their expected performance.
The various techniques used in job design are:
Job enlargement: It is the horizontal expansion of the job. It is increasing the scope of a job through extending the range of its job duties and responsibility generally within the same level and periphery.
Job enrichment: it is the vertical expansion of the job. It gives the worker opportunities for achievement, advancement, responsibility, recognition and growth.
Job rotation: A job design technique in which employees are moved between two or more jobs in a planned manner. The objective is to expose the employees to different experiences and wide variety of skills.

Job characteristics model: It provides an insight to understand behavioral pattern of individuals and to adjust job accordingly so that individuals could be more productive.
On the other hand, Job analysis is the formal process of identifying the content of a job in terms activities involved and attributes needed to perform the work and identifies major job requirements .A job analysis is the process used to collect information