HUMAN RESOURCE MANAGEMENT

Job Design

Systematic Research suggests: repetitive, routine work results in subjective feeling of monotony and boredom, less than optimum performance, poor work quality, lower levels of production, costs of cover for absent employees, loss of output and damage

A lack of need fulfillment, Herzberg’s

Job Design

Can be defined as a method of redesigning jobs by taking into account needs of individual workers as well as objectives of the organization

Greater job satisfaction, and greater control over work environment, increased participation by employees

Additional tasks addition to current job description

Job Enrichment

Vertical increase – extra tasks: use of authority, skills, behavior and decision making at higher level than that required in his or her normal job.

Motivation factors: recognition, achievement, growth

Examples: A senior could be taken to a site for experience. Later can be asked to organize client visits to the site.

A clerk working on computer work station can be asked to manage the manage manual file work.

Disadvantages: chances of stepping in other workers domain

Control may be lost by segregation of activities

Job Enlargement

Horizontal increase – additional tasks at lower level to avoid repetition

Busier work force, multiple tasks, job variety, new skills

Cashier given the task of advising customers

Retail sales people given inventory control work