Job Description as a Part of Job Design

Introduction

In this paper, we will be discussing and examining the principles of Job design and explore alternative approaches for designing jobs and increasing employee efficiency and motivation including job analysis. Differences in tasks and responsibilities for jobs or even in similar jobs in different companies do not occur by chance. Managers consistently make decisions about how they design jobs to improve the company’s performance.

A New Position:

Before I start creating a new position for a job or polishing one’s resume it shall be worth to think about creating my own approaches and opportunities at my current organization. The question here is how to start and where to start? Well, there are several ways to answer this. Below are few stems for creating a new position at my current organization:

• Identifying the current business issue and matching my skills to it
• Creation of a detailed plan
• Analyzing the job and proper execution of it
• Pitching my ideas to the supervisor may help to enhance a position or role within the job
• Reach to the decision makers and deliver the ideas or plans describing the job

Job Analysis

A proactive practice of job analysis helps to identify certain factors that design the employment and employee’s job satisfaction. Here, the entire article will discuss the relationship between the performance of an organization and analysis of employee job in context to competence. So, job designing more or less involves determining a task and responsibilities where the employees assigned to that particular job are expected to carry it out as well as how they are required to interact with their co-workers to understand those contributions. Some of the key issues managers must consider are: What tasks should you emphasize in designing a job, how simple or complex are those tasks, how many tasks can your employees perform and how much flexibility will they have in carrying out those tasks. In addition to deciding how to design jobs, managers must understand the confidences a person needs to have to be successful in performing a job. These aspects of job design are called job analysis. Job analysis is basically a process of systematically identifying tasks, responsibilities, and duties that are expected to be performed in a job as well as competencies to be successful. Time management skills are necessary since completing within time limits and time management skills is very important for personal growth too as well as development in a career. Organizational skills should be seen for such jobs. It is the basis for human resource management and has a significant influence. It helps in identifying the skills, responsibility, and knowledge to complete a specific work. It is the key to all activities for human resource management, which collects information for other human resource management activities like selection, training etc. Job analysis also makes happier, more secure employees, because staff members will then know their role in a job title.

Conclusion

There are certain elements of job creation are ‘Job Analysis’, ‘Job Description’, and ‘Job Specification’. There is a simple difference among these such as, job analysis is a holistic inspection of whole business and positions needed to achieve particular goals whereas specific duties and responsibilities of each position are considered as a job description. Job specification, in that case, is absolutely different among the three. It is the minimum acceptable qualifications that are needed to perform key duties and responsibilities.

References

1. Anne, N. (2019). How to Create a New Job at Your Current Company. Retrieved 29 January, 2019 from https://www.themuse.com/advice/how-to-create-a-new-job-at-your-current-company
2. Heathfield, S. (2018). Want to Know Why and How to Do a Job Analysis? Retrieved 29 January, 2019 from https://www.thebalancecareers.com/job-analysis-1918555