Designing Work Systems:
International Recruitment Agencies UK, with the help of other functional specialists, designs organizations work system. The focus during the whole process is to create a working system which can support frequent technological changes. Secondly, the jo design, which is an integral part of the work system should motivate employees and keep them busy. Work done by the employee as part of their job implies productivity for the organization and constitutes a career for the employee. The need is mutual and so is the benefit, however, an improper job design can demoralize the employee. A well-designed work system can extract the best out of an employee.

Approaches to Work System Design:

Hiring Agencies adopt different approaches for designing their work systems. Some of these approaches are
1) Specialist Approach
2) Generalist Approach
3) Strategic Approach

Specialist Approach:
Specialist Approach: Initially, the focus of work systems was on the employees' specific jobs. A limited number of tasks constituted a particular job. Employees were made to specialize in only those tasks. This was done to increase efficiency and productivity. The best example of a company that adopts a specialist approach and which believes in a high degree of specialization is United Parcel Service (UPS). The major drawback of this approach was that work became monotonous.

Generalist Approach: The basic objective of this approach is to develop employees who have a wide range of skills. Management uses techniques like job rotation, job enlargement and job enrichment to develop employees who have a wide range of skills. Employees are held responsible and accountable for a variety of jobs and as a result, they become experts in doing a number of jobs. This approach is being followed by many modern organizations.
Strategic Approach:

In this approach, jobs are assigned keeping in mind employee's capability and the nature of the job. The objective behind adopting this approach is to assign the right job to the right employee. A strategic approach can further be categorized into two types:

1) Fitting people to jobs
2) Fitting jobs to people
Fitting people to jobs:

In this approach, the employees are selected keeping in mind the job design. For example, call centre jobs are monotonous as they require the call centre executives to answer calls continuously. Here, the nature of the job cannot be changed so the call centre industry has to find people who can fit into such jobs. This can contain discontent due to the nature of the job. Hence, the need for fitting people to jobs.

Fitting jobs to people:

Sometimes, top recruitment agencies need to redesign a job to suit employees requirements rather than that of the organizations. For example, a scientists job in a research and development centre requires a high degree of specialization but lacks job interdependence. In case an organization appoints a brilliant scientist who cannot fit into the available jobs then it has to design a job to suit the scientist's requirements.

Author's Bio: 

Being a writer on all-pervasive niches like Technology, Research, Tourism, Law, Finance and Entertainment, I am gratified enough to be associated with BDS and commensurate this journey with utmost pleasure to curate content on BDS’s sister holdings which are Software, Legal, Database, Healthcare and much more.