INFLUENCE OF JOB DESIGN ON EMPLPLOYEE EFFECTIVENESS

Svetlana Vukotić, Nebojša Zakić, Danijela Janjić

Abstract


Along with the creation of human resource management there is a spike in interest to modernize job design approaches. Job design influences the actions and experiences of employees at any job. It is shaped by internal and external influences. The formula for success lies in the balance between jobs and assignments for the firm. The significance of adequately designed jobs is varied, as it benefits performance, employee satisfaction and their psycho-physical state. On the other hand, all of that implies profit for the firm. In this paper, we are concerned with defining a job, and the nature of its design. Next, we analyze job processes, a complex, multi-stage analysis. The possibilities for job analysis are twofold and are realized through the job assignment approach and the competency based approach. Insisting on competencies is a better approach than the one which is based on work tasks, which in turn are considered more traditional. The advantage of this approach is precisely what gives the character of human potential to use the maximum capacity (knowledge, skills, or other personal characteristics) and thus to make a full contribution in the organizational performance. Last, but not least important, are job description and specification, which are shown. The aim of the paper is to show how important it is to understand and adequately value job design, so it can be successfully implemented. This increases motivation and effectiveness of employees, and finally to the rise of a corporation’s profit. Therefore, job design is significant in many ways.

Keywords


workplace design, human resource management, employees, job description and specification

Full Text:

PDF (Serbian)

References


Bridges, W. (1995). Jobshift: How to prosper in workplace without jobs, Nicholas Brealey, London.

Cascio, W. (1991). Applied Psihology in Personnel Management, 4th edn, Prentice-Hall Englewood Cliffs, NY.

Ćamilović, S., & Vujić, V. (2007). Osnove menadžmenta ljudskih resursa, TEKON, Beograd.

Evans, J. R., & Lindsay, W. M. (2002). The Management and Control Quality, South-Western, Ohio, USA.

Fisher, C. D., Schoenfeldt, L. F., & Shaw, J. B. (1999). Human Resource Management, 4th edn, Houghton Mifflin, Boston.

Grant, A. M., Fried, M., Parker, S. H., & Frese, M. (2010). Putting job design in context: Introduction to the special issue. Journal of Organizational Behavior, pp. 145-157.

Hameed, A., Ashraf, R., M., M., Ashraf, R., Saeed, M., & Khushbkhat, K. (2014). Impact of job redesign on employee motivation: A case study of Bahawalnagar Pakistan, International Journal of Research in Business and Technology, Vol 4, No 1, pp. 378-384.

Holman, D., Totterdell, P., Axtell, C., Stride, C., Port, R., Svensson, R., & Zibarras, L. (2012). Job design and the employee innovation process: The mediating role of learning strategies. Journal of Business and Psychology, June, Vol. 27, No. 2, pp. 177-19.

Ikač, N. (2006). Menadžment ljudskih resursa, Fakultet tehničkih nauka, Novi Sad.

Joinson, C. (2001). Refocusing Job Description, HR Magazine, January, pp. 61-72.

Kirkman, B. L., Tesluk, P. E., & Rosen, B. (2001). Assesing the Incremental Validity of Team Consensus Ratings, Personnel Psyhology, 54, pp. 645-667.

Marušić, S. (1991). Upravljanje i razvoj ljudskih potencijala, Ekonomski institut, Zagreb.

Mathis, R. L., & Jackson, J. H. (2005). Human Resource Management, Essential Perspectives, third edition, Foundations Series in Management, Thomson South-Western, USA.

Mondy, R. W., & Noe III, R. M. (1996). Human Resource Management, 6th edn, Prentice Hall, Upper Saddle River, New York, p. 93.

Perkins, D. (2016). Okrugli stol kralja Artura: komunikacija i OI. www.quantum21.net

Peters, T. (1989). Thriving on Chaos, Pan, London.

Roan, J., & Fergus, P. (1991). The Essence of Successful Selection, Prentice Hall, London.

Stone, R. J. (2002). Human Resource Management, John Wiley & Sons, Australia, Melbourne.

Torrington, D., Hall, L., & Taylor, S. (2004). Menadžment ljudskih resursa, peto izdanje, Data status, Beograd.

Townley, B. (1994). Reframing Human Resource Management – Power, Ethics and the Subject of Work, Sage, London.

Vujić, V. (2004). Menadžment ljudskog kapitala, Sveučilište u Rijeci, Fakultet za turistički i hotelski menadžment - Opatija, Rijeka.

Vukotić, S. (2009). Menadžment ljudskih resursa – osnovne perspektive, Fakultet za preduzetnički biznis, Beograd.


Refbacks

  • There are currently no refbacks.