Strategic framework for implementing, job redesign model is composed of nine steps. These steps are closed related and interdependent.
If the proposed framework prevails, an organization can get an effective job redesign model In the following figure all steps may be shown. These steps are briefly discussed in the following paragraphs:
Strategic framework for implementing job redesign model
Step-I: The first step in strategic job design is the recognition that a change is needed. A number of factors in the workplace typically serve as indicators that a change is needed.
Step-2: After determining that a change is needed, managers must decide on the appropriate intervention. Job redesign is only one of the many options available to the human resource manager.
Step-3: Human resource managers need to ensure that any job redesign-effort is consistent with the existing work system. In task design, Ricky Griffin described six areas
Diagnosis of existing jobsStrategic Frameworks for Implementing Job Redesign
- Diagnosis of existing jobs
- Diagnosis Of the existing workforce.
- Diagnosis of technology
- Diagnosis of organization design
- Diagnosis of leader behavior
- Diagnosis of the group and social process.
Step-4–: The possible costs of a job redesign intervention must be balanced against potential benefits. Benefits from the job redesign effort include an increase in worker motivation, satisfaction, commitment to the organization, am performance, and a decrease in absenteeism, turnover, tardiness, and grievance.
Step-5– It is important for managers to consider both short-term and long-term consequences and determine how this matches the overall strategy of the organization.
Step-6: Strategy considerations for implementation include
- Who will plan the job redesign intervention?
- What actual job changes have to be made?
- Who will be affected by these changes?
- When the intervention will take place?
Step -7: The actual intervention seldom occurs without unforeseen problems The best protection against implementation difficulties is to carefully diagnose the work situation, develop a specific strategy, and follow a detailed plan base on the previous steps.
Step-8: Supplemental changes are often necessary, particularly regarding contextual factors in the organization.
Step-9: The final step determines whether the job redesign intervention was effective. If the managers want to see the impact of a change, employee perceptions, performance, and other work-related outcomes needed to be measured prior to the actual intervention.
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