Designing Jobs / Roles for Good Work and Increased Productivity
Jobs are the traditional unit of work in most organisations, although these are developing into both broader roles and more discreet tasks, linked to particular skills. These provide the way that organisations get work done. Jobs, roles and tasks are therefore a key part of how the companies improve productivity and their ongoing performance.
Jobs are also changing quickly, with the rapid implementation of digital technologies and associated ways of working. Jobs may not disappear to the extent that has often been predicted but they will certainly change. It is important that these changes are planned proactively and that they are not just left to being the consequence of digital disruption.
And jobs are also vitally important to job holders and are still the main basis of the way people experience their work, and whether they will be engaged. It is therefore a major concern that, according to the World Economic Forum, a growing number of people think their jobs are useless. We need jobs which will allow people to use their intrinsic motivation rather than relying on extrinsic manipulation.
Job design used to be a key part of HR but other than at executive levels has received less attention over recent years. However, the need to improve productivity and low levels of engagement together with new opportunities for using digital technologies, and other factors, are all leading to more focus in this area.
It is now clear that having an effectively designed job which meets the needs of individual employees as well as the employer is a key factor in raising engagement and increasing productivity. Making jobs suitably compelling requires providing them with a range of design factors including an appropriate level of autonomy and the opportunity to find meaning.
Attend this training session to consider these factors and how they might be applied to develop jobs, engagement and productivity within your own organisation.
The course now also contains specific focus on job design during and beyond the coronavirus pandemic crisis, for example, by providing greater flexibility in broader roles and how jobs are performed, through flexible working, etc.
Dedicated 6.5 hours of live virtual training
How You Can Benefit!
• Understand how to use job design as a key enabler for business success and competitive advantage
• Be able to conduct effective job design as part of organisation or process design or to inform job evaluation etc.
• Have reviewed the range of factors that need to be considered to ensure people have the opportunity to engage in good work
• Have had the opportunity to consider changes in the world of work and how job design is being impacted by new technologies and employment models etc.
• Be able to design jobs to meet the needs of job holders as well as being able to implement the tasks required by the business
• Be able to use job design tools to help your organisation prepare for the future rather than simply meet business objectives today
Who Should Attend
• Chief human resource officer
• HR director
• Job designer or analyst
• Business process designer wanting to ensure processes get used effectively
• Head of organisation design, organization effectiveness, etc
• Heads of talent management
• Heads of employee engagement / experience
• Heads of talent acquisition / recruitment
• HR business partner, or HR professional, wanting to contribute more broadly to organisational effectiveness
• Business leader, with responsibility for organising people in your own business.
• All other professionals / business stakeholders involved in innovating organisation design approaches, processes or systems.
Early BirdRegister by 19 May
Standard Rate20 May onwards
Group Discount: 10% off for Group Registrations of 3 delegates or more