Job Design

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Job design refers to an employer’s creation and planning of a job considering the job’s aspects.

Job design includes the roles and responsibilities of the job itself.
Job design includes the systems and methods used by an employee to carry out their role.
Job design includes the relationships between the employer and the employee, and between other managers, subordinates and stakeholders.

The overall business objective may influence job design as all jobs within the business should contribute to the overall business objectives and they should be designed in such a way to do so.

The performance of individual employees may influence job design. If employees are demotivated and there is a problem with productivity, managers may use job design to motivate employees and improve productivity.

The resources available within the business may influence job design. Major changes to job design may require the additional support of resources such as labour and capital, and these resources must be available for the change to be successful.

Market research and changes in trends and tastes may influence job design. If an HR manager is expecting there to be a change in the external environment, jobs may be designed or redesigned to reflect the demands of a changing external environment.

Job Enlargement, Enrichment, Empowerment and Rotation

Enlargement, enrichment, empowerment, and rotation are all examples of approaches an employer can to take to job design.

When a business is considering the motivation and productivity of its employees, it may use job enlargement.
Job enlargement is when an employer increases the number of jobs an employee is responsible for in order to increase the challenge of their role. Additional jobs assigned to employees are usually at a level similar to their original duties.
- For example, a receptionist may be given responsibility for the collection of customer questionnaire feedback in addition to their existing roles of managing customer appointments and complaints.

When a business is considering the motivation and productivity of its employees, it may use job enrichment.
Job enrichment is when an employer provides an employee with jobs which are more complex and challenging. Jobs assigned to employees are usually at a level above their original duties in terms of complexity and challenge.
- For example, a sole trader who manages their own marketing activities may ask their sales assistant to lead a marketing project.

When a business is considering the motivation and productivity of its employees, it may use empowerment.
Empowerment is when an employer gives an employee more control over their job, including the ability to decide the best way to fulfill their duties.
- For example, Disney empowers its staff by providing them with opportunities to define their own approach to working as long as their duties and responsibilities are still fulfilled.

When a business is considering the motivation and productivity of its employees, it may use job rotation.
Job rotation is an example of job enlargement and refers to an employer allowing an employee to move from one role or duty to another, regularly.
- For example, some postal workers spend a period of time doing delivery rounds and will then spend a period of time working in a sorting office.