The connotation and method of job design in human resource management

Job design is based on the information of job analysis, research and analysis of how the work is done to promote the realization of organizational goals, and how to make employees satisfied in their work to mobilize the work of employees.

Job design, also known as job design, refers to the process of defining the tasks, responsibilities, authority, and the relationship with other jobs in the organization for each job according to the needs of the organization and taking into account the needs of individuals. It is the combination of the content of the job, the qualification conditions of the job and compensation, the purpose is to meet the needs of employees and the organization. Job design issues is mainly the organization to its employees to assign work tasks and responsibilities of the way the problem, job design is appropriate for stimulating employee motivation, enhance employee satisfaction and improve job performance have a significant impact.

I, the connotation of job design

Job design is based on job analysis information, research and analysis of how to do the work to promote the realization of organizational goals, as well as how to make the employees in the work of satisfaction in order to mobilize the enthusiasm of employees.

Job design (jobdesign), also known as job design, refers to the organization's needs, and taking into account the needs of individuals, the tasks of each position, responsibility, authority, and the organization of the relationship with other positions in the process. It is the combination of the content of the job, the qualification conditions of the job, and the compensation, with the aim of meeting the needs of the employee and the organization. Job design questions exam collection is mainly the organization to its employees to assign the work tasks and responsibilities of the way the problem, job design is appropriate for stimulating the enthusiasm of employees, enhance employee satisfaction and improve job performance have a significant impact. The main elements of job design include the design of job content, job duties and work relationships.

1, job content.

The design of job content is the focus of job design, generally including the breadth and depth of work, work autonomy, work integrity and feedback of the work of five aspects.

(1) the breadth of work. That is, the diversity of work. The work is designed too single, the employee is easy to feel boring and bored, so the design of the work, try to make the work as diverse as possible, so that employees in the process of completing the task can carry out different activities to maintain the interest of the work.

(2) The depth of the work. The designed work should have a certain level from easy to difficult, and put forward different degree of requirements on the skills of the employees' work, so as to increase the challenging nature of the work and stimulate the employees' creativity and ability to overcome difficulties.

(3) Integrity of the work. Ensure that the integrity of the work can make employees have a sense of achievement, even if it is a simple procedure in the flow of operations, but also if the whole process, so that employees can see the results of their own work, feel the significance of their own work.

(4) Autonomy of work. Appropriate autonomy of power can increase the sense of responsibility for the work of employees, so that employees feel that they are subject to the examination of the collection of trust and attention. Recognize the importance of their own work, so that the employee's work responsibility increased, the enthusiasm for work increased.

(5) feedback of work. Feedback of work includes two aspects of information: one is the feedback of colleagues and superiors on their own work opinions, such as their ability to work, the evaluation of their work attitude, etc.; the second is the feedback of the work itself, such as the quality of the work, the number of work, efficiency, etc.. Work feedback information so that employees have a comprehensive understanding of their own work effect, can correctly guide and motivate employees, is conducive to the work of excellence.

2, job duties.

The design of job duties mainly includes the responsibility of the work, authority, methods and work of mutual communication and collaboration.

(1) job responsibility. Job responsibility design is the definition of the duties and the scope of pressure that employees should bear in the work, that is, the setting of the work load. The definition of responsibility should be moderate, the workload is too low, no pressure, will lead to employee behavior rash and inefficient; workload is too high, too much pressure and will affect the physical and mental health of employees, will lead to employee complaints and resistance.

(2) Work power. Power and responsibility are corresponding, the greater the responsibility, the wider the scope of power, otherwise the two are out of touch, will affect the enthusiasm of the employees.

(3) Work methods. Including the leadership of the subordinate's work methods, organizational and individual work method design. The design of the work method has the flexibility and diversity, different nature of the work according to the different characteristics of its work to take the specific method is different, can not be uniform.

(4) Mutual communication. Communication is a process of information exchange, is the information basis for the smooth progress of the entire workflow, including vertical communication, parallel communication, oblique communication and other forms.

(5) collaboration. The entire organization is an organically linked whole, is composed of a number of interlinked and mutually constraining links, each link of the changes will affect the other links as well as the entire organization to run, so the links must cooperate with each other to constrain each other.

3, working relationship.

Working relationship in the organization, manifested as collaboration, supervision and other aspects of the relationship.

Through the above three aspects of job design, human resource management for the organization provides the basis to ensure that things (jobs) to its people, people make the best use of their talents, personnel appropriate; optimize the allocation of human resources for the staff to create more able to give full play to their own ability to improve work efficiency, to provide effective management of the environmental protection.

Second, the job design method - job characteristics model method

Job design method has a variety of ways, but the central idea is to work enrichment, and the core of job enrichment is to stimulate the job characteristics model. The core elements of the job characteristics model are: (1) the diversity of skills: that is, the scope involved in completing a job. It includes a variety of skills and abilities. (2) Integrity of the job: that is, the extent to which the job needs to be accomplished as a whole - from its inception to its completion with demonstrable results. (3) Importance of the task: i.e., the extent to which one's work affects the work or lives of others - both within the organization and outside the work environment. (4) Initiative: i.e., the extent to which the work allows for freedom, independence, and scope for personal autonomy in making plans and executing them in the specific job. (5) Feedback: i.e., the ability of the employee to know clearly and in a timely manner the performance of the work he is doing and its efficiency. According to this model, a job can give rise to three psychological states namely: feeling the meaning of the work, feeling the responsibility of the work and knowing the results of the work. These psychological states in turn can affect the individual and the outcome of the job i.e.: intrinsic motivation, performance level, job satisfaction, absenteeism, and turnover rate, etc., thus giving the employee intrinsic motivation to create a positive cycle of self-motivation based on self-reward. The job characteristics model emphasizes the psychological interaction between the employee and the job, and stresses that the job design should give the employee intrinsic motivation.

The analysis of job characteristics is conducive to a clear understanding of how to improve employee participation in the design of the job, should consider giving employees a certain degree of autonomy, provide additional responsibilities, in order to enhance the employee's self-esteem and the feeling of being valued. If employees do not have the slightest autonomy, it will cause indifference to the work and low performance; if the job design is too simple, it will cause boredom due to monotony and dullness, which will affect the physical and mental health of the employees. At the same time, it is also necessary to let employees feel the significance of the work to achieve the overall goals of the organization, thus creating a sense of achievement. If the employees can not participate in some more complete work, they will lack the feeling of pride in the results of the work and thus lose the sense of responsibility. And the organization has to give timely feedback to the employee's fault performance in order to properly guide and motivate the employee to continuously improve his/her work. In short, by increasing the diversity, completeness, importance and autonomy of the work, improving the psychological state of employees, strengthening the experience of the meaning of the work of the employees, and enhancing the spirit of responsibility for the results of the work, which in turn increases the work incentive and job satisfaction, and effectively improves the personal achievement and job performance, to achieve the purpose of motivating employees.

In the era of knowledge economy, the most important resource of the organization is the enthusiasm and loyalty of the employees. Through the design of the post, the employees are arranged in the corresponding jobs, so that people and work match, to meet the unique needs of each employee, skills, abilities and personality requirements, thus enabling the realization of the employees' lifelong interest, improving the quality of work life of employees, and increasing the retention of talent opportunities.