Job design

Job design follows job analysis i.e. it's future step when job analysis. It aims at outlining and organizing tasks, duties and responsibilities into one unit of labor for the action of bound objectives. It conjointly outlines the ways and relationships that square measure essential for the success of a definite job. In less complicated terms it refers to the what, how much, what percentage and therefore the order of the tasks for a job/s.

Job design primarily involves integration job responsibilities or and bound qualifications that square measure needed to perform constant. It outlines the work responsibilities very clearly and also helps in attracting the correct candidates to the correct job. Further it also makes the job look interesting and specialized.
There are various steps involved in  job design  that follow a logical sequence, those that were mentioned earlier on. The sequence is as follows:
1. What tasks are required to e done or what tasks is part of the job?
2. How are the tasks performed?
3. What amount are tasks are required to be done?
4. What is the sequence of performing these tasks?


Job Analysis is a primary tool to collect job-related data. The process results in collecting and recording two data sets including  job description and job specification. Any job vacancy can not be filled until and unless HR manager has these two sets of data. It is necessary to define them accurately in order to fit the right person at the right place and at the right time. This helps both employer and employee understand what exactly needs to be delivered and how.
Both  job description and job specification  are essential parts of job analysis information. Writing them clearly and accurately helps organization and workers cope with many challenges while on board.