Uses of Job Description
Usefulness of Job Description
1. It Helps identify a job, distinguishing it from other jobs by its title. 2. It serves as a guide in employee recruitment, selection, and placement. 3. It establishes proper relationship between one job and the others within the same salary bracket. 4. It facilitates comparisons with similar jobs in other firms for purposes of wage surveys. 5. It serves as a guide in the organization and administration of a department, division, section, or unit. 6. It helps to form lines of promotion or transfer and to spot employees who need further training. 7. It contributes to the personal satisfaction of every individual employee with his job.
Components of Job Design
Job specialization
Job expansion
Psychological components
Self-directed teams
Motivation and incentive systems
Ergonomics and work methods
Job Specialization
• Involves o Breaking jobs into small component parts o Assigning specialists to do each part • First noted by Adam Smith (1776) o Observed how workers in pin factory divided tasks into smaller components • Found in manufacturing & service industries
Job Specialization Often Reduces Cost
• Greater dexterity & faster learning • Less lost time changing jobs or tools • Use more specialized tools • Pay only for needed skills
Job Expansion
Process of adding more variety to jobs
Intended to reduce boredom associated with labor specialization
Methods
o Job enlargement o Job enrichment o Job rotation o Employee empowerment
Psychological Components of Job Design
• Individuals have values, attitudes, and emotions that affect job results o Example: Work is a social experience that affects belonging needs • Effective worker behavior comes mostly from within the
1. It Helps identify a job, distinguishing it from other jobs by its title. 2. It serves as a guide in employee recruitment, selection, and placement. 3. It establishes proper relationship between one job and the others within the same salary bracket. 4. It facilitates comparisons with similar jobs in other firms for purposes of wage surveys. 5. It serves as a guide in the organization and administration of a department, division, section, or unit. 6. It helps to form lines of promotion or transfer and to spot employees who need further training. 7. It contributes to the personal satisfaction of every individual employee with his job.
Components of Job Design
Job specialization
Job expansion
Psychological components
Self-directed teams
Motivation and incentive systems
Ergonomics and work methods
Job Specialization
• Involves o Breaking jobs into small component parts o Assigning specialists to do each part • First noted by Adam Smith (1776) o Observed how workers in pin factory divided tasks into smaller components • Found in manufacturing & service industries
Job Specialization Often Reduces Cost
• Greater dexterity & faster learning • Less lost time changing jobs or tools • Use more specialized tools • Pay only for needed skills
Job Expansion
Process of adding more variety to jobs
Intended to reduce boredom associated with labor specialization
Methods
o Job enlargement o Job enrichment o Job rotation o Employee empowerment
Psychological Components of Job Design
• Individuals have values, attitudes, and emotions that affect job results o Example: Work is a social experience that affects belonging needs • Effective worker behavior comes mostly from within the