Human Resource Management (job Enrichment)

Human Resource Manageme nt

-- 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'.

Concept Job enrichment is an attempt to motivate

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

An enriched job should ideally contain: A range of tasks and challenges of varying

difficulties (Physical or Mental) A complete unit of work - a meaningful task Feedback, encouragement and

communication

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 performance Ensuring 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,

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 reward Clear 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 workplace Rotate Jobs Increase 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.

Advantages Beneficial 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