Job Redesigning


Job redesigning can be regarded as the process of rearrangement of the duties and the responsibilities of the employees in order to align the job roles to the contemporary business context in order to ensure that the jobs are properly compatible with the internal as well as external business organization. Unlike in conventional business environment, there is a highly volatile business environment where there are continuous changes being taken place within the business such as digitization, automation and so on. Therefore, there is a tendency of changing the job roles of the employees in a frequent manner (Vulpen, 2022).

Therefore, it is vital to evaluate company changes and aligning the exciting job roles aligning to the contemporary changes of the business. Therefore, it is required to evaluate the organizational changes and identify the requirement for job redesigning and individual job scopes are required to be evaluated in order to ensure that their job roles are altered aligning to the changes. Further, it is required to analyze their competencies to ensure that the employees are capable of handling the revised job scopes and thereby job redefining process is taken place. Upon all aspects are completed, it is required to implement the changes within the organization through a transparent manner (managementstudyguide.com, 2022).

There are three main strategies which are used for job redesigning purposes (Dewhurst, et al., 2013).

Job enlargement

Through this approach, it is intended to increase the job duties and responsibilities within the same level of job category. In other words, several additional works are assigned to the employees.

Job rotation

This method is used to enhance the experience or the exposure of the duties within the organization in the similar level while allowing employees to perform their service in several other departments. This is a type of a method of reducing employee boredom while reducing the dependency on employees.

Job enrichment

Employee job scope is increased in to different dimensions through this approach where the employee is moved to the next level creating a proper career progression as well.


References

Dewhurst, M., Hancock, B. & Ellswort, D., 2013. Redesigning Knowledge Work. [Online]
Available at: https://hbr.org/2013/01/redesigning-knowledge-work
[Accessed 7 12 2022].

managementstudyguide.com, 2022. Job Redesign - Meaning, Process and its Advantages. [Online]
Available at: https://www.managementstudyguide.com/job-redesign.htm
[Accessed 7 12 2022].

Vulpen, E. v., 2022. What is job redesign? A definition. [Online]
Available at: https://www.aihr.com/blog/job-redesign/#:~:text=FAQ-,What%20is%20job%20redesign%3F,inside%20and%20outside%20the%20organization.
[Accessed 7 12 2022].

Comments

  1. EVON HERATH - MBA - SL - 00163912December 10, 2022 at 7:51 AM

    You have commented that the process of job redefinition requires competency analysis of employees to ensure they are capable of handling revised job scopes.

    I would like to know whether you mean that the scope of work of employees who have an all-rounder should change. Otherwise, it's not about a job change, right?

    ReplyDelete

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