Job Design
This Course from Solomon People Solutions training course for HR professionals and workforce planning specialists is designed to help you understand how to design the job based on the requirements
This two-day program aims to provide participants with the information and skills needed to effectively create occupations that increase employee happiness, productivity, and organizational goals. The course provides essential ideas, practical strategies, and case studies to help learners understand how to develop and manage employment that correspond with both individual and organizational goals.
- Understand the essential principles and theories of job design.
- Use work design ideas to increase employee motivation and performance.
- Examine current job roles and find opportunities for improvement.
- Create techniques for designing jobs that are aligned with company goals and personnel skills.
- Implement successful job redesign efforts inside their businesses.
- HR Professionals: Those responsible for job design and employee engagement.
- Managers and Team Leaders: Individuals who manage teams and are involved in job structuring.
- Organizational Development Specialists: Professionals focused on improving organizational effectiveness.
- Business Owners and Executives: Leaders looking to enhance organizational performance and employee satisfaction.
- 1. Definition and Importance
- What is job-design?
- The role of job-design in organizational success.
- Historical Perspectives
- Evolution of job-design theories.
- Key contributors and their models (e.g., Taylor, Herzberg, Hackman & Oldham).
- 2. Key Elements of Job Design
- Task Variety
- Importance of varying tasks.
- Methods to incorporate variety.
- Task Identity
- Understanding the concept.
- How to design jobs with clear task identities.
- Task Significance
- The impact of meaningful work.
- Strategies to enhance task significance.
- Autonomy
- Definition and benefits.
- Ways to increase employee autonomy.
- Feedback
- Types of feedback.
- Effective feedback mechanisms.
- 3. Job Design Models and Approaches
- Scientific Management
- Principles and applications.
- Advantages and limitations.
- Job Enrichment
- Concepts and techniques.
- Case studies.
- Job Enlargement
- Definition and implementation.
- Pros and cons.
- Job Rotation
- Benefits and challenges.
- Examples of job rotation programs.
- Hackman and Oldham’s Job Characteristics Model
- Core job dimensions.
- Psychological states and work outcomes.
- 4. Psychological and Social Aspects of Job Design
- Motivation Theories
- How motivation theories apply to job design.
- Employee Engagement
- Enhancing engagement through job design.
- Work-Life Balance
- Designing jobs that support work-life balance.
- 5. Practical Application of Job Design
- Analyzing Current Jobs
- Job analysis techniques.
- Identifying areas for improvement.
- Redesigning Jobs
- Steps in job redesign.
- Case study exercises.
- Implementation Strategies
- Overcoming resistance to change.
- Communication and rollout plans.
- 6. Tools and Techniques for Job Design
- Job Analysis Tools
- Interviews, questionnaires, observation.
- Workflow Analysis
- Techniques and tools.
- Task Analysis
- Breaking down tasks for redesign.
- 7. Measuring the Effectiveness of Job-Design
- Key Performance Indicators (KPIs)
- Identifying relevant KPIs.
- Measuring job design success.
- Employee Feedback
- Collecting and analyzing feedback.
- Continuous improvement processes.
- 8. Case Studies and Best Practices
- Real-world Examples
- Successful job initiatives.
- Lessons learned.
- Industry-Specific Considerations
- Tailoring job design to different industries.
- 9. Group Activities and Workshops
- Interactive Sessions
- Group discussions on job scenarios.
- Hands-on job redesign exercises.
- Role-Playing
- Simulating job-design meetings.
- Practicing communication strategies.
- 10. Conclusion and Next Steps
- Summary of Key Concepts
- Recap of training topics.
- Action Plans
- Developing personal action plans for job design.
- Q&A Session
- Addressing participant questions.
- Feedback and Evaluation
- Collecting training feedback.
- Evaluating training effectiveness.
- Training Materials
- Slides and Handouts
- Detailed slides covering each topic.
- Handouts with key concepts and exercises.
- Case Studies
- Real-world examples for analysis.
- Templates and Tools
- Job analysis templates.
- Workflow and task analysis tools.
- Additional Resources
- Recommended Reading
- Books and articles
- Online Resources
- Websites and online courses for further learning.
How you benefit attending this program?
- Practical Skills: Gain experience developing and redesigning jobs for improved performance and enjoyment.
- Improved Problem-Solving Skills: Discover how to approach and handle typical job design difficulties.
- Career Development: Gaining knowledge about job design can be a useful addition to participants’ professional skill sets.
- Networking Opportunities: Meet with peers and professionals in your sector to share ideas and best practices.
How your company benefits by sponsoring you to this program?
By sponsoring you to this program, your organization will be able to:
- Enhanced Productivity: Better job design results in more efficient work processes and better staff production.
- Increased Employee Satisfaction: Well-designed jobs lead to increased work satisfaction while decreasing turnover and absenteeism.
- Better Alignment with Organizational Goals: Jobs that are aligned with organizational objectives contribute to more effective achievement of strategic goals.
- Innovative Work Practices: Implementing innovative work design ideas can encourage creativity and adaptation within a business.
Here is what some of the previous participants of this program had to say:
“We learnt a lot of new techniques which will help us to implement in our organisation”
“It was brought across to us in a such a way that we have go back and implement”
Beginning of the program:
Each participant has to fill in a pre-training need form to ascertain their expectations that can be catered to by the facilitator.
At the end of the program
Each participant has to submit a Post Training Action plan for implementation and to ascertain the Return on Investment.
