Discuss the methods of job design and redesign Human Resources Topics Urgently needed .

Methods of work design.

1. Scientific management methods.

2. Behavioral approach.

Job enlargement (horizontal expansion of work, increasing the scope of work of employees, and enriching work content).

Job EnrichmentJob Rotation

3. Social technical system approach: Social technical system work redesign method.

1. Redesign of work at the organizational level.

2. Redesign of the business level.

3. Redesign of the work level - relieve pressure.

4. Work design - work redesign to relieve pressure.

1. Work Element Method.

2. Critical trait analysis system.

3. Job Analysis Questionnaire.

Fourth, physical fitness analysis.

5. The method of list of work elements.

1. Job design refers to the design of work content, job functions and work relationships in order to effectively achieve organizational goals and meet individual needs. In other words, job design is a process of defining the tasks, responsibilities, powers, and relationships of work in an organization according to the needs of the organization and its employees.

1) Scientific management method, time-action research, to achieve the simplification and standardization of work, maximize work efficiency, so that all employees can reach the pre-level of work.

2) Human relations law. 1. Work expansion, expanding the tasks and responsibilities included in a job, is an expansion of work content in the horizontal direction, and does not require new skills; 2. Work rotation, so that employees can undertake different but similar work in content. 3. Work enrichment, giving employees more responsibility, autonomy and control in the work, it is a vertical increase in work content.

3) The work characteristic model method, which believes that we can describe a job according to its similarity or difference with the core dimension, and the work enriched according to the implementation method in the model has a high-level core dimension, and can create a high-level psychological state and work results.

4) Excellent performance work system. Self-directed work crews. Work tasks are assigned to work groups, which then decide who is working on what task and when. They only need to be responsible for the final product.

5) Aided design methods: first.

1. Shorten the working week, employees can work 40 hours in 5 days, staggering working hours, so that there are employees working on all traditional working days. Clause.

2. The flexible work system requires employees to work during a core event, but the commuting time is determined by the employees themselves, as long as the total working hours meet the requirements.

2. Job redesign, invented by job redesign, is that managers must redesign or change the relevant work in order to make the work more interesting, diverse, and challenging, so as to increase the quality and productivity of employees' work.

1. Work rotation. Job rotation is about shifting employees from one task to another, thus overcoming the monotony of work and improving the overall job skills of employees.

2. Work expansion. Work expansion refers to the expansion and enrichment of employees' work, which is divided into vertical expansion and horizontal expansion. Horizontal work expansion requires employees to complete a greater variety of work tasks, and it changes what employees do and what they do.

Vertical work scaling, which requires employees to participate in planning, organizing, and monitoring their own work, changes the way employees complete their tasks, and is essentially a form of decentralization.

3. Flexible working hours. It is a type of work schedule that allows employees to freely choose their working hours. In addition to the core tasks that must be completed each day, employees are free to decide when to commute to and from work.

Studies have shown that flexible working hours can increase productivity by about 10% and increase employee satisfaction.

Work redesign includes job expansion; job enrichment; autonomous work groups; Job rotation.

Job redesign is the work that managers must redesign or change in order to make their work more interesting, diverse, and challenging, so as to increase the quality and productivity of employees' work.

Job design is all about redesigning what people do, what they do, and how they do their jobs. Job redesign is the process of redefining the specific tasks and methods to be accomplished, as well as determining how the work relates to other jobs. Job redesign is in many cases an Oakland tool for improving the quality of employees' work life.

Job redesign is a change in the content and arrangement of certain specific tasks in order to increase productivity and improve the quality of work. Component redesign involves aspects such as automation, computerization, internal and external resources for the management of low-value-added work tasks. Depending on the scheme, the task can be redesigned to be broader, more substantial, alternate and provide flexible work arrangements.

Work design and redesign are certainly the same as the changes that need to be made.