Job Designing and Recruitment

Job Designing

Figure 1 - Career Research (Godixitalblog, 2016)

Job design is an integral part of recruitment and selection. An organization recruits employees to fulfill organizational requirements. What the organization expects the employee to perform should be described clearly and precisely. This is the process of job design.  

Job design can be declared as “the arrangement of the substances, methods, and relationships of jobs in order to fulfill technological and organizational requirements as well as the social and personal requirements of the job holder” (Armstrong, 2003). 

From this definition we can see that job design is concerned with arranging things and activities along with necessary relationships with others to fulfill organizational needs.  It also involves defining personal requirements of the job holder. This enables the job applicant to have clear idea about the job. It also allows the applicant to perform a self evaluation on his/her suitability for the job. Once employed, a properly designed job enables the employee to know his/her scope of work.

According to Dessler (2003), job design can have an important influence on employee motivation and retention. Job design is one of a major driver of worker engagement as per a research done by Harvard Business School researchers. 

There are several job design techniques. According to Armstrong (2003), the main techniques of job design are: job rotation, job enlargement, job enrichment, self-managing teams (autonomous work groups) and high performance work design.

Figure 2 - Four Techniques of Job Design (emaze, 2017)

Recruitment

Recruitment is the method of finding and hiring the best-qualified candidate from inside or outside of an organisation for a job availability in an appropriate and worthwhile method. The staffing procedure consist of requirement analysis of a position, interesting staff for the role, screening and choosing candidates, contracting, as well as incorporating the fresh staff with the institution. (Mckinney, 2017)

The Staffing and Selection Process (Dessler, 2003)

1. Choose what job roles you’ll have to fill over personnel planning and forecasting.

2. Form a group of candidates for these jobs by recruiting internal or external applicants.

3. Have applicants complete application forms and maybe experience an initial screening interview.

4. Use selection techniques like tests, background investigations, and written exams to recognize possible applicants.

5. Choose who to make an offer to, by having the superior and maybe others on the team interview the applicants.

The recruitment and selection process is a sequence of hurdles marked at selecting the top applicant for the job.

Figure 3 - Dessler (2003)

References

Armstrong, M. (2003). Armstrong’s Handbook of Human Resource Management Practice 9th ed. London, GBR: Kogan Page.

Dessler, G. (2003). Human Resource Management 13th ed. USA: Pearson Education, Inc.

Mckinney, P.  (2017). What Is Recruitment in HR? [online]. Available from: https://study.com/academy/lesson/what-is-recruitment-in-hr-lesson-quiz.html [Accessed on 07th June 2018 at 02:51am]