Job simplification is a widely used process in many organizations. In simple terms, job simplification means simplifying a complex job into several simpler parts. It is intended to improve the productivity of the individual by lessening the work-pressure on him. The work-pressure includes strenuous physical activity, mental pressure, and psychological stress caused due to complex jobs.
A complex job is considered, and then it is broken down into smaller and simpler parts. These simpler parts are reach assigned to employees, and they are employed to work on that part of the job only. The employees’ work is repetitive, and that increases the expertise of the employee on that particular job. Therefore it leads to individual skill formation of the employee as well as increases the productivity of the company. It is a component of job design where job rotation and job enlargement is also a part.
Under the job simplification procedure, the organization spares its preparation cost, as a low degree of aptitude is required to play out the improved employments. Additionally, the activity speed increments, as the individual is required to play out a little segment of the beforehand bigger and complex activity.
Because of expansion in mechanization and expanded familiarity with working conditions for representatives, work simplification tumbled from popularity. Rather than a building approach, a persuasive methodology was supported. This methodology concentrated on making employments inspiring to chip away at – particularly for information laborers.
Notwithstanding the lessening in prevalence, job simplification stays one of the four key approaches to job design. Moreover, a contention could be made to reintroduce job simplification as a strategy to improve jobs during a time where extreme work-pressure can prompt pressure and medical issues.
Techniques of Job Simplification
1. Identification of the Job
The first step towards simplifying a job is identifying or selecting which job is to be simplified. The best way to identify such a job is to check which one is most strenuous or produce the most unproductive results. If the knowledge about the said job is inadequate, then interviews must be conducted with people who have the experience to get a better insight.
2. Collecting Relevant Data
The second step is collecting all relevant information about the job that is being simplified. This involves gathering information about the total time taken, the steps involved in the job, how they are performed, etc.
3. Analysis of Collected Data
After the collection of data about the job is done, it needs to be analyzed. This is the step for analysis. This is where all the questions are asked, and analysis is made for alternatives are investigated.
4. Finding Alternate Solutions
This is the step for the development of different possibilities and alternatives for the simplification of the job. This is the core step where job simplification is done. Four criteria are employed for the jobs that are to be simplified. These criteria are elimination, combination, re-arranging, and simplification. The main objective of this step is that the current job has to be made safer, easier, and the effectiveness of the job has to be improved.
While simplification of the job at this stage, different tools can be used. These can be newer technology, digitalization, automation even physical instruments. Once the simplification of the job is finally done, the result should be duly noted, and the new method should be proposed.
5. Evaluation of Such Solutions
The last and the final step is the implementation and optimization of the ultimate simplified job. At this step, the new result is taken into account to test the new prototype. Henceforth, it is optimized and adjusted. This step mainly includes managing stakeholders and convincing superiors to facilitate the final implementation of job simplification.
Job Simplification Advantages
- Since the job is broken down and simplified, it makes the job a lot easier than complex jobs.
- Since an employee is continuously associated with a narrow line of job, it increases the skill and productivity of the employee.
- More straightforward jobs reduce various kinds of physical and mental stress that the employees otherwise go through due to complex jobs.
- The training process of staff becomes simpler as the jobs are simplified.
- It is easier to replace unproductive employees with newer ones as the training attached is not very complicated.
- It is a cost-effective method as the cost incurred to the organization after job simplification is practically negligible.
- It achieves specialization.
- Employees under job simplification are prone to get higher rewards.
Job Simplification Disadvantages
Job simplification has several significant drawbacks, and they are why better alternatives to job simplification are chosen in recent times. Maybe it poses many benefits to the organization, but on more in-depth analysis, it has underlying limitations. Even to the employees, it causes several issues that have to be considered. The limitations of job simplification are listed as follows:
- It affects the quality of work of the employee in the long-run due to the constant repetition of the job.
- Presence of monotony in the employees due to the same narrow nature of the job.
- Increased tardiness among the employees.
- Even though the productivity increases initially, in the long run, the productivity of work due to repetition goes on decreasing.
- Increasing absenteeism among the employees.
- The companies are most likely have to increase the wages to retain the employees in the job.
- The process decreases the pressure and complexity of the job upon the employees but increases the frustration.
In totality, job simplification can be used as a short-term approach to achieve short-term goals. However, in the long run, it does more harm than good. The productivity and cost-effectiveness that it achieves in the short-term get overshadowed by the decreasing productivity and employee tardiness in the long-run.
This is why several alternatives are preferred in place of job simplification. Even though it is part and parcel of job design, the other components like job rotation and job design have better benefits and lesser drawbacks in terms of both the employee and the organization.