human resource management (job enrichment)

Human Resource Management

-- Prof. Megha Sarkar

"People work harder and smarter  when there's something in it for them."

Presented by 

Developed By - It is an idea that was developed by the

American psychologist Frederick Herzberg in the 1950s. It can be contrasted to job enlargement which simply increases the number of tasks without changing the challenge. As such job enrichment has been described as 'vertical loading' of a job, while job enlargement is 'horizontal loading'.

ConceptJob enrichment is an attempt to motivate

employees by giving them the opportunity to use the range of their abilities.

A range of tasks and challenges of varying difficulties (Physical or Mental)

A complete unit of work - a meaningful task

Feedback, encouragement and communication

An enriched job should ideally contain:

Techniques (Three Techniques)1. Turn employees' effort into performance

2. Link employees performance directly to reward

3. Make sure the employee wants the reward. How to find out?

1. Turn employees' effort into performanceEnsuring that objectives are well-defined and

understood by everyone. Providing adequate resources for each employee to

perform well. Example :-IT, Com.Skill, Technology, and Personnel training and development.

Creating a supportive corporate culture. Free flow of information.

Provide enough freedom to facilitate job excellence. Provide adequate recognition, appreciation, and

other motivators. Provide skill improvement opportunities.

Cont. Point 1…

Provide job variety. This can be done by job sharing or job rotation programmes.

It may be necessary to re-engineer the job process.

2. Link employees performance directly to rewardClear definition of the reward is a must

Explanation of the link between performance and reward is important

Make sure the employee gets the right reward if performs well

If reward is not given, explanation is needed

3. Make sure the employee wants the reward. How to find out?

Ask them

Use surveys( checklist, listing, questions)

Characteristics

Skill Variety – Increasing the number of skills that individuals use while performing work.

Task Identity – Enabling people to perform a job from start to finish.

Task Significance – Providing work that has a direct impact on the organization or its stakeholders.

Autonomy – Increasing the degree of decision making, and the freedom to choose how and when work is done.

Feedback – Increasing the amount of recognition for doing a job well, and communicate the results of people's work

Strategies you can use to enrich jobs in your workplaceRotate JobsIncrease Employee-Directed Feedback Combine Tasks Identify Project-Focused Work Units Create Autonomous Work Teams Implement Participative Management Redistribute Power and Authority

Implementing a Job Enrichment Program  Step One – Find out where people are dissatisfied with their current work

assignments.

Step Two – Consider which job enrichment options you can provide.

Step Three – Design and communicate your program.

AdvantagesBeneficial to Employees and Management

Meets Psychological needs of Workers

Act as a Motivator

Limitation Success depends on psychology of employee

Needs support of employee Motivation

Opposition from unions

JOB ENRICHMENT --- How to make it effective ?1. The people involved must have a

substantial voice in the planning process.

2. There is needed for better understanding of what people want

3. It should also result in worker enrichment if productivity increases are the main goal of job enrichment, the programme must show how workers would benefit.

Summary

1 Techniques

2 Characteristics

3 Strategies

4 Implementation a job enrichment program

5 Advantages

6 Limitations

7 How to make it effective ? (Overcome Limitations).

Thank You