Job depth is the autonomy or the authority that the job holder enjoys in planning and organising the work attached to the job. The job content includes the various tasks or activities that have to be performed by the job holder, the responsibilities attached to the job and the relationships with other jobs in the organisational set-up. The major components of a job design are the job content or scope and the job depth. The role of the HR function is limited in job design the line managers play a major role in job design, as they understand the work processes better. Organisational goals, employee aspirations, performance standards, and work environment are some of the major factors that need to be taken into consideration in job design. Job design also has an effect on the relationships in a group and the productivity of the group.Д®ffective job design is a complex process that must be viewed from several standpoints. Job satisfaction and productivity are interrelated and inter-dependent. Job design determines the responsibility of an employee, the authority he enjoys over his work, his scope of decision-making, and eventually, his level of satisfaction and his productivity. Job design specifies the work content, i.e., tasks and functions, methods of work, the skills, knowledge and abilities required for performing the jobs, the interrelationship between the jobs, and the rewards the employees will get on the completion of the job. Job designs that increase employee access, comfort and flexibility are likely to influence motivation and productivity positively. Therefore it is important to design jobs properly so as to increase employee motivation and performance. Excessive specialization and mechanization have made many jobs repetitive and boring, employees performing such dull jobs tend to tire easily. The jobs should be designed in such a way that it motivates the employees to execute it in the best possible manner. An HR manager should have a keen interest in the design and specification of individual jobs within the organization. It involves the conscious efforts to organize tasks, duties and responsibilities into a unit of work to achieve certain objectives. Job design is the process of organizing work into the tasks required to perform a specific job. Thus, job design is an attempt to create a match between the job requirements and available human resource attributes. Poorly designed jobs often result in boredom, increased employee turnover, job dissatisfaction, low productivity, and increase in overall cost of the organization. The HR managers have realized that the design of the job has considerable influence on the productivity and job satisfaction. Job design is a relatively new term in HRM. Conversely, job design strives at organizing tasks, duties, and responsibilities associated with a job to achieve organizational as well as individual objectives. As you know, job analysis provides information about the skills and competency required to perform a job efficiently.

Goals, Guidelines and Importance of Designing a JobД¬reating a job design is the succeeding step to job analysis.

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