Job Design Toolkit

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Save time, empower your teams and effectively upgrade your processes with access to this practical Job Design Toolkit and guide. Address common challenges with best-practice templates, step-by-step work plans and maturity diagnostics for any Job Design related project.

Download the Toolkit and in Three Steps you will be guided from idea to implementation results.

The Toolkit contains the following practical and powerful enablers with new and updated Job Design specific requirements:


STEP 1: Get your bearings

Start with...

  • The latest quick edition of the Job Design Self Assessment book in PDF containing 49 requirements to perform a quickscan, get an overview and share with stakeholders.

Organized in a data driven improvement cycle RDMAICS (Recognize, Define, Measure, Analyze, Improve, Control and Sustain), check the…

  • Example pre-filled Self-Assessment Excel Dashboard to get familiar with results generation

Then find your goals...


STEP 2: Set concrete goals, tasks, dates and numbers you can track

Featuring 994 new and updated case-based questions, organized into seven core areas of process design, this Self-Assessment will help you identify areas in which Job Design improvements can be made.

Examples; 10 of the 994 standard requirements:

  1. What should the expectations be for the already stated in the administrative support role to be available and connected to job, coworkers and supervisors outside of scheduled working hours?

  2. What are some problems you would expect to find in your organization where jobs have been designed for maximum efficiency without any consideration of employee needs?

  3. What is the relationship between the human resource functions and other operations of your organization in the administration of personnel policies and practices?

  4. Do the tasks require a variety of knowledge, skills, abilities that combining individuals with different backgrounds would make a difference in performance?

  5. Is there one position within your organization accountable for overseeing and coordinating all employee relations and communications activities?

  6. How would you rate the Employee Relations (performance appraisal, corrective and disciplinary actions) function of the Human Resources Division?

  7. How effective is the program support unit in providing support that contributes to overall program design, planning, monitoring and reporting?

  8. Is there a principled basis for separating the authority of a works organization from the authority of a collective bargaining representative?

  9. Do you have experience managing the design, development, implementation and maintenance of a large portfolio of complex software applications?

  10. How will the practicing designer keep up with emerging paradigms when one no longer has physical access to experts in an educational setting?


Complete the self assessment, on your own or with a team in a workshop setting. Use the workbook together with the self assessment requirements spreadsheet:

  • The workbook is the latest in-depth complete edition of the Job Design book in PDF containing 994 requirements, which criteria correspond to the criteria in...

Your Job Design self-assessment dashboard which gives you your dynamically prioritized projects-ready tool and shows your organization exactly what to do next:

  • The Self-Assessment Excel Dashboard; with the Job Design Self-Assessment and Scorecard you will develop a clear picture of which Job Design areas need attention, which requirements you should focus on and who will be responsible for them:

    • Shows your organization instant insight in areas for improvement: Auto generates reports, radar chart for maturity assessment, insights per process and participant and bespoke, ready to use, RACI Matrix
    • Gives you a professional Dashboard to guide and perform a thorough Job Design Self-Assessment
    • Is secure: Ensures offline data protection of your Self-Assessment results
    • Dynamically prioritized projects-ready RACI Matrix shows your organization exactly what to do next:

 

STEP 3: Implement, Track, follow up and revise strategy

The outcomes of STEP 2, the self assessment, are the inputs for STEP 3; Start and manage Job Design projects with the 62 implementation resources:

  • 62 step-by-step Job Design Project Management Form Templates covering over 1500 Job Design project requirements and success criteria:

Examples; 10 of the check box criteria:

  1. Procurement Management Plan: Has your organization readiness assessment been conducted?

  2. Quality Audit: What are the main things that hinder your ability to do a good job?

  3. Stakeholder Management Plan: Will all outputs delivered by the Job Design project follow the same process?

  4. Contractor Status Report: What is the average response time for answering a support call?

  5. Human Resource Management Plan: Is there an on-going process in place to monitor Job Design project risks?

  6. Activity Cost Estimates: Vac -variance at completion, how much over/under budget do you expect to be?

  7. Activity Duration Estimates: Are steps identified by which Job Design project documents may be changed?

  8. Probability and Impact Assessment: Are end-users enthusiastically committed to the Job Design project and the system/product to be built?

  9. WBS Dictionary: Does the contractors system provide for the determination of cost variances attributable to the excess usage of material?

  10. Procurement Audit: Do the employees have the necessary skills and experience to carry out procurements efficiently?

 
Step-by-step and complete Job Design Project Management Forms and Templates including check box criteria and templates.

1.0 Initiating Process Group:

  • 1.1 Job Design project Charter
  • 1.2 Stakeholder Register
  • 1.3 Stakeholder Analysis Matrix


2.0 Planning Process Group:

  • 2.1 Job Design project Management Plan
  • 2.2 Scope Management Plan
  • 2.3 Requirements Management Plan
  • 2.4 Requirements Documentation
  • 2.5 Requirements Traceability Matrix
  • 2.6 Job Design project Scope Statement
  • 2.7 Assumption and Constraint Log
  • 2.8 Work Breakdown Structure
  • 2.9 WBS Dictionary
  • 2.10 Schedule Management Plan
  • 2.11 Activity List
  • 2.12 Activity Attributes
  • 2.13 Milestone List
  • 2.14 Network Diagram
  • 2.15 Activity Resource Requirements
  • 2.16 Resource Breakdown Structure
  • 2.17 Activity Duration Estimates
  • 2.18 Duration Estimating Worksheet
  • 2.19 Job Design project Schedule
  • 2.20 Cost Management Plan
  • 2.21 Activity Cost Estimates
  • 2.22 Cost Estimating Worksheet
  • 2.23 Cost Baseline
  • 2.24 Quality Management Plan
  • 2.25 Quality Metrics
  • 2.26 Process Improvement Plan
  • 2.27 Responsibility Assignment Matrix
  • 2.28 Roles and Responsibilities
  • 2.29 Human Resource Management Plan
  • 2.30 Communications Management Plan
  • 2.31 Risk Management Plan
  • 2.32 Risk Register
  • 2.33 Probability and Impact Assessment
  • 2.34 Probability and Impact Matrix
  • 2.35 Risk Data Sheet
  • 2.36 Procurement Management Plan
  • 2.37 Source Selection Criteria
  • 2.38 Stakeholder Management Plan
  • 2.39 Change Management Plan


3.0 Executing Process Group:

  • 3.1 Team Member Status Report
  • 3.2 Change Request
  • 3.3 Change Log
  • 3.4 Decision Log
  • 3.5 Quality Audit
  • 3.6 Team Directory
  • 3.7 Team Operating Agreement
  • 3.8 Team Performance Assessment
  • 3.9 Team Member Performance Assessment
  • 3.10 Issue Log


4.0 Monitoring and Controlling Process Group:

  • 4.1 Job Design project Performance Report
  • 4.2 Variance Analysis
  • 4.3 Earned Value Status
  • 4.4 Risk Audit
  • 4.5 Contractor Status Report
  • 4.6 Formal Acceptance


5.0 Closing Process Group:

  • 5.1 Procurement Audit
  • 5.2 Contract Close-Out
  • 5.3 Job Design project or Phase Close-Out
  • 5.4 Lessons Learned

 

Results

With this Three Step process you will have all the tools you need for any Job Design project with this in-depth Job Design Toolkit.

In using the Toolkit you will be better able to:

  • Diagnose Job Design projects, initiatives, organizations, businesses and processes using accepted diagnostic standards and practices
  • Implement evidence-based best practice strategies aligned with overall goals
  • Integrate recent advances in Job Design and put process design strategies into practice according to best practice guidelines

Defining, designing, creating, and implementing a process to solve a business challenge or meet a business objective is the most valuable role; In EVERY company, organization and department.

Unless you are talking a one-time, single-use project within a business, there should be a process. Whether that process is managed and implemented by humans, AI, or a combination of the two, it needs to be designed by someone with a complex enough perspective to ask the right questions. Someone capable of asking the right questions and step back and say, 'What are we really trying to accomplish here? And is there a different way to look at it?'

This Toolkit empowers people to do just that - whether their title is entrepreneur, manager, consultant, (Vice-)President, CxO etc... - they are the people who rule the future. They are the person who asks the right questions to make Job Design investments work better.

This Job Design All-Inclusive Toolkit enables You to be that person.

 

Includes lifetime updates

Every self assessment comes with Lifetime Updates and Lifetime Free Updated Books. Lifetime Updates is an industry-first feature which allows you to receive verified self assessment updates, ensuring you always have the most accurate information at your fingertips.