Job Redesign
This article covers meaning, process & example of Job Redesign from HRM perspective.
What is Job Redesign?
Job redesign is a process to review & recreate an existing job role and its related activities & responsibilities to make it more attractive & skillful for employees. Job redesign is done to make the job role more contemporary, exciting, encouraging and inspiring for the employees and keep them motivated to perform the role.
Job redesign is done by evaluating, rethinking and reforming the current job duties & responsibilities and make them more fruitful for the employees.
Job Redesign Process
Some of the key steps in job redesign are:
1. Job Elements Review & Analysis
A manager has to review the current job elements and what is it that is motivating or demotivating an employee.
2. Redesigning Job Elements
Once these factors are identified, tasks and duties are either removed or added to ensure that the employee will be motivated to perform these. Some duties might also require an employee to upskill, which will keep the employee motivated and satisfied as well.
3. Job Description Update
Once the enhanced elements are finalized, the exact roles, responsibilities, duties and tasks are explained to the employee as a part of job redesign process.
4. Job Allocation
Once the final role is redesigned, the job role can either be given to the same employee or can be rotated amongst other employees to keep everyone engaged and motivated.
Advantages of Job Redesign
Job Redesigning is usually done keeping in mind some/all of these advantages:
1. Improving employee satisfaction:
The biggest factor why companies do a job redesign is to keep an employee satisfied and motivated with better roles and tasks to perform.
2. Making the job contemporary:
Job redesign ensures that some redundant activities are removed and some critical tasks as added to the job role keeping in mind the industry requirements.
3. Increasing Company Output
Improvement in job roles which lead to employee motivation will indirectly lead to a higher productivity from employees
4. Increasing employee accountability
Since job redesign involves improving a current job role which keeps an employee satisfied, it required higher responsibility and accountability from the employee.
Example of Job Redesign
Let us assume a sales company with a job role of sales lead. This role was not equivalent to sales manager but was a role which led the sales team in general and was given to a senior sales person. The current responsibilities were not well defined and were not different from a sales person. As part of the redesign, the sales lead position was defined well as a separate role and new responsibilities and KPIs were added which not only helped the employee but also the company to manage the sales force better.
Sales lead position became more of a proper role between a sales manager and sales person. The employee at Sales lead can transition to Sales manager easily in future.
Hence, this concludes the definition of Job Redesign along with its overview.
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