Tag: Job

Much atten­tion was paid to job def­i­n­i­tion and design after the Indus­tri­al Rev­o­lu­tion. Over the past few decades, tra­di­tion­al design meth­ods have been called into ques­tion. Espe­cial­ly the prob­lems caused by work­ers’ dis­sat­is­fac­tion with the prop­er work for robots and machines.
Dur­ing these years, two approach­es to job design have emerged: the focus on spe­cial­iza­tion approach and the focus on moti­va­tion approach.

The job descrip­tion does not only include the duties of the employ­ee. Espe­cial­ly if the famous phrase “and doing oth­er things” comes at the end of the job descrip­tion. This sen­tence can be the source of labor-employ­er dis­putes. On the one hand, the work­er does not see the ref­er­ence task in the job description.

With this descrip­tion, there will be two solu­tions and two meth­ods of job analysis:
1- Prepar­ing a com­plete job descrip­tion includ­ing all avail­able tasks. In this case, we will have to rewrite the job descrip­tion, even if it is par­tial, with any change in the assigned task.

2- Prepar­ing a job descrip­tion or iden­ti­ty card not only based on the job descrip­tions that need to be done, but also. Based on the results and out­puts to be achieved. At the same time, the employ­ee will have the range of action and use of discernment.

But there are still many ques­tions: What jobs will be more valu­able to orga­ni­za­tions in the future? What is the role of tech­nol­o­gy in the future of work? What will future jobs look like? What jobs will be more valu­able to orga­ni­za­tions? What changes will work­ing and work­ing con­di­tions change in the near and dis­tant future?

A prospec­tive HR con­sul­tant can work with busi­ness exec­u­tives to plan for the uncer­tain future.