Effective human resources management is one of the key success factors of every company, and it includes a number of interconnected activities and management tasks aimed at creating an adequate structure of employees, their knowledge, skills and motivations. Also, one of the main tasks involves designing a workplace, and it requires a preliminary analysis of organizational needs. Based on these foundations, the organization or more specifically, the human resources department creates job descriptions. There are various methods of conducting a job analysis, whose job description is known as the end result, and is one of the cornerstones of determining employee salary. Namely, there is a growing interest in contributing to the achievement of the organization's goals through an adequate reward system. Reward systems have a motivating effect on employees and encourage them to do their jobs to the maximum. It is these material or non material motivation strategies that are determined on the basis of the complexity and scope of the job, as well as its responsibility. On the other hand, adequate and fair motivation encourages employees to perform quality work and desire for a specific achievement. Consequently, the aim of the paper is to analyze the relation between job description as a result of a job design and motivation strategies.