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Job design

How to Design a Job
Job design refers to the way that a set of tasks, or an entire position, is organized. Job design helps to determine: what tasks are done when and how the tasks are done how many tasks are done in what order the tasks are done factors which affect the work organization of the content and tasks 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. Assessment The first step is to assess current work practices. Consider: Feasibility:
Discuss the process with supervisors involved and be clear about the process and any process changes or training that will be involved. Analysis:
Conduct a task analysis by examining the job and determining exactly what the tasks are, identifying potential problem areas. Design The second step is to design the job. Identify the methods for doing the work, work schedules, interactions, training requirements, and equipment needed. For Administrative and Managerial, Professional, Supervisory or Supervisory positions, the Classification and Recruitment Form may help you in organizing this information. Coordinate the different tasks and be careful not to either under or overload the job. Consider: Necessity: Recruitment and employment is expensive and resource intensive. Consider sharing the work by the current staff. This…...

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