Source | www.myhrfuture.com | Manpreet Randhawa
As we continue to discuss and debate the opportunities that technology poses in regards to automation and what this means for the future of work, the question arises as to whether we’re building adaptive jobs that are not only future-focused but can also engage employees and drive job satisfaction?
While ‘aligning work to future value’ was one of the 4 key trends outlined in the Global Talent Trends Report published last year by Mercer, which would indicate that HR as a function is well aware of the importance of building an adaptive workforce and redesigning jobs, only 43% of HR leaders are actually redesigning jobs to prepare for the future of work.
In our latest training course led by Lewis Garrad we examine “How to Design Jobs that People Love” and in this bitesized video taken from the course, Lewis discusses the 5 key elements required to design jobs that really engage your employees.
In the video, Lewis covers some key principles behind building engaging jobs, but first, let’s explore what is job design and why is it important?
What is job design?
Job design is about the way that tasks are combined to form complete jobs in the workplace. Effective job design is a complex process that must be viewed from several standpoints. Organisational goals, employee aspirations, performance standards and work environment are some of the major factors that need to be taken into consideration during the job design process.