I'm looking at HRM practices that affect employees' motivation in the workplace. I'm interested in investigating job design qualitatively (I believe it's an HRM practice). However, most of the practices included in the literature include selection, feedback, training, and performance management. Is job design an HRM practice? and on which level would it be (organizational-level?). Would appreciate your input and if you can provide a reference.
Thanks!
Chapter On Knowledge Behaviors
may be of interest: from a knowledge management standpoint, the article argues that designing jobs for knowledge behaviors and recruiting people who are positive about sharing to start with will boost knowledge stocks and flows at low cost.
Job design can be broadly considered a HRM practice though it would probably be labelled more often as a ‘high performance work practice.’
The conventional HRM practices as you pointed out would be recruitment and selection, training and development, compensation etc.
If you need to get literature in job design, just key in ‘Work Design by Hackman and Oldham’ in google scholar.
Regards
Job design has been researched from the perspective of teams but it can also be done on individual level and organizational levels.
It’s really up to the researcher!
I think job design is one of HR practices. It should be organisational level. HR leads but should involve related persons.
Job design is primarily intended to enable an organization to utilize human capital to achieve desired outcomes as efficiently and effectively as possible -- and is intended to be an organizational level refinement. However, job design is also an individual level response to the unique capabilities that a highly competent individual can contribute to the organization as (s)he brings unusual talents and abilities to the organization.
Clearly, the impacts of job design are at multiple levels of the organization. Job design is an organizational strategy intended to accomplish the highest and best potentials of the organization -- but also of the individual who is uniquely capable of contributing to those potentials.
CC
Job design is primarily a core function of human resource management and it is related to the specification of contents, methods and relationship of jobs in order to satisfy technological and organizational requirements as well as the social and personal requirements of the job. Following research paper may be useful in getting subject insight
https://www.tandfonline.com/doi/full/10.1080/00140139.2017.1303085
https://www.emerald.com/insight/content/doi/10.1108/02621710610670137/full/html
http://ftp.iza.org/dp10207.pdf
https://pdfs.semanticscholar.org/e70a/49985e5d671f56d191b870c5e961ce9ce76f.pdf
I think job design is part of HRM practices, and job redesign can be added here.
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