Watkins,Tomika_2.4 Job Design HRMT538

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Jan 9, 2024

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Job Job Design, Job Characteristics, and Job Crafting 2.4 Assignment Tomika T Watkins Indiana Wesleyan University Dr. Terri Schiuszi-Schultz Total Rewards Management (HRMT-538-01B) I have read and understand the plagiarism policy as outlined in the IWU Catalog relating to the IWU Honesty/Cheating Policy. By affixing this statement to the title page of my paper, I certify that I have not cheated or plagiarized in the process of completing this assignment. I also certify that the work submitted is original work specific for this course and to my program. If it is found that cheating and/or plagiarism did take place in the writing of this paper, I understand the possible consequences of the act/s, which could include expulsion from Indiana Wesleyan University.

Job Introduction Employers may benefit from job design by altering requirements to support workers with things like productivity, motivation, ergonomics, and the mental demands of the workplace. When revamping jobs, the business would consider making changes to certain aspects of the job. An employee who job crafts shift roles to showcase their abilities or interests better than they would in their current position. Today's businesses struggle greatly to draw in and hold on to exceptional employees. Expectations are that job analyses will alter as we move closer to artificial intelligence and face competition from other businesses. The fast emergence of remote and hybrid work during the COVID-19 pandemic is another factor contributing to changes in job analyses. Currently, many businesses are asking workers to come back to work, but some have encountered push-back. Employers must find employees who are willing to work on-site in addition to simply attracting new hires. In an attempt to provide businesses with strategic methods for success in human resources and talent acquisition, this paper aims to explain new trends in job analysis, with an emphasis on the expanding trend of job crafting. Summary of Recent Trends A few recent developments in the evolving field of job analysis are the growth in contract employment, the use of artificial intelligence, job creation and redesign, and remote and hybrid

Job work. The growing use of technology and automation across a range of industries and functions is one of the most notable developments influencing job analysis and design. Using the job performance method, an employee carries out their duties and assesses the risks or demands of their employment. Another approach is the job inventory method, in which the candidate rates actions that could be related to the position for which they are being interviewed. The three most prevalent techniques are questionnaires, interviews, and observation. Using the observation approach, the analyst will keep a close eye on the worker and document all actions, work-related or not, to gain a comprehensive understanding of the role. There are several approaches to finishing a job analysis; some are more recent approaches that businesses decide to employ. Using the work performance approach, an employee carries out their duties and assesses the risks or demands of their employment. During the interview process, the staff member explains the tasks they are working on or where they need assistance. The last and most popular approach is the use of questionnaires, which managers, supervisors, and employees complete with information on their responsibilities. Designing a Job for Efficiency A human resource professional must decide on a few factors before designing a job for efficiency. Determining what qualities an effective individual possesses in relation to the position being filled, the company, and its strategic goals is one way to make this decision. A human resources professional might draft surveys and send them to managers or staff members who have demonstrated effectiveness in their positions. Because of the benefits of repetition, concentration, and the potential to acquire more significant levels of experience and competence,

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Job job designs that improve functional specialization are anticipated to yield superior quality and efficiency outcomes. Employees become more efficient as they acquire work skills because they learn how to do jobs more quickly. Designing a Job to be Motivational Designing a job to be motivational is like planning a job for efficiency. Job crafting has the potential to boost employee motivation. Allowing an employee to customize their work might be advantageous. Employees who are driven exhibit various behaviors and have more positive attitudes toward their work in general. Employee motivation will increase when the job design being employed can demonstrate to employees how they are having a positive influence. Other strategies to encourage staff members include demonstrating job stability and demonstrating to them that higher management is paying attention to their concerns by making necessary adjustments to their position. Applying Ergonomics to Design Safe Jobs Ergonomics has the goal of matching an individual to a job as it "is the scientific discipline concerned with the understanding of interactions among humans and other elements of a system, and the profession that applies theory, principles, data and methods to design in order to optimize human well-being and overall system performance"(Safety Culture, 2023). The job may be tailored to an individual, much like job crafting. Here, ensuring a person's safety, health, and well-being is the aim of ergonomics. To prevent users from reaching up or

Job attempting to work on surfaces that are too high or low for them, safety height tables should be designed with ergonomics in mind. Items that can be utilized to assist with the tools used daily to help with wrist strains/sprains. Most workman's compensation insurance companies have people they send in to check how a company has its ergonomic setup to limit as much liability as possible. Planning Mental Demands of the Job Job crafting may only sometimes be the best approach when preparing for the mental demands of work. For example, when a job description leaves room for interpretation. It has been demonstrated that work ambiguity makes people anxious about their ability to handle unclear future duties. In the end, promoting a typical job description that lists duties and necessary abilities while highlighting organizational flexibility in the layout is a great way to overcome employee reluctance. Giving candidates a typical job description with the ability to alter it might have more advantages than giving them little information or an imprecise explanation of the position. Job Crafting Explained "Job crafting is about taking proactive steps and actions to redesign what we do at work, essentially changing tasks, relationships, and perceptions of our jobs" (Moore,2017). Job crafting is the process of taking the work you already have and transforming it into something more significant that benefits the organization or business in general. To link mentally with a higher

Job purpose is to reframe one's work. It has societal advantages. For society, it is worthwhile. It could be advantageous to other people. You do not have to feel constrained by your job description; you may take a lower-level position and make it into something that benefits others. It allows the worker to modify their job description so they may feel more satisfied with their work and not be averse to their everyday tasks. Applying Job Crafting Concepts to Redesign a Job It may be helpful to consider the reasons why a job has to be rebuilt in order to apply job crafting principles to its redesign. A course of action can be decided upon once the reasons for redesigning the position have been established. Furthermore, HR, management, and maybe the employees themselves must decide how much autonomy the individual has during the redesign process. If job crafting is being used to try to draw in talent, then each employee's exact role in the process has to be well-defined. Conclusion When seeking to fill jobs or make changes to roles that are currently being filled on a daily basis, companies should take a close look at job design. When activities are not examined for difficulties like ergonomics or mental demands, employees may become bored or suffer injuries in their jobs. For increased productivity or to encourage workers to feel more driven in their roles, other things could be adjusted. On the flip side, job crafting allows an employee to swiftly make

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Job adjustments if they become dissatisfied with their role or wish to demonstrate to their employer that they have new abilities or a passion. The employee will not want to search for a job with a different business to cover the prior gap if they feel like they are in a better place and are more driven or enthusiastic. References

Job Martocchio, J. J. (n.d.). Strategic Compensation A Human Resource Management Approach. Redshelf reader 9 Edition. https://platform.virdocs.com/read/244448/1/#/4 Strategic compensation: A human resource management approach. (n.d.). https://www.pearson.com/en-us/subject-catalog/p/strategic-compensation-a-human-resource- management-approach/P200000005973/9780135639672 Psychology, O. (2023, October 7). What are some of the emerging trends and challenges in Job Analysis and Design?. How to Analyze and Design Jobs in the 21st Century. https://www.linkedin.com/advice/1/what-some-emerging-trends-challenges-2e Gartner_Inc. (n.d.). 9 future of work trends for 2023. Gartner. https://www.gartner.com/en/articles/9-future-of-work-trends-for-2023 Ergonomics - overview . Occupational Safety and Health Administration. (n.d.). https://www.osha.gov/ergonomics Catherine Moore, P. (2023, April 6). What is job crafting? (incl. 5 examples and exercises). PositivePsychology.com. https://positivepsychology.com/job-crafting/ Wrzesniewski, A., Berg, J. M., & Dutton, J. E. (2010, June). Turn the job you have into the job you want. EBSCO Information Services, Inc. | www.ebsco.com . https://www.ebsco.com/products/ebscohost-research-platform Say, M. (2013, October 25). “job crafting”: The great opportunity in the job you already have . Forbes. https://www.forbes.com/sites/groupthink/2013/06/20/job-crafting-the-great-opportunity-in-the- job-you-already-have/?sh=50c89bc625df Appendix A

Job Employee Management and issues Payroll processing and updates Safety tracking & Adminstraton Motive : Keep people at work and safe Strength : Communication with employees Passion: Assisting Others

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Job Appendix Please fill out this survey and submit it to Human Resources so that we can assist you in providing benefits that meet the needs of our organization. Employee Attitudes Survey Questions Strongly Disagree Neutral Agree Strongly

Job Disagree (1) (2) (3) (4) Agree (5) Benefits I am satisfied with health plan options. Overall, I am satisfied with my health benefits. I am satisfied with my current pay rate or salary. I am satisfied with my opportunities for merit increases and/or bonuses. I am satisfied with the amount of vacation, sick and personal days I receive. I am satisfied with my opportunities for professional development.

Watkins,Tomika_2.4 Job Design HRMT538

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