HR management

Job enrichment

1. What is job enrichment?

Job Enrichment is vertical expansion of jobs. It fulfills almost all the requirements for high motivational potential as described by the job characteristics model.

A job is enriched by allowing the worker to assume some of the tasks executed by his supervisor.

2. Dimensions of job enrichment

Hackman and Oldham have identified 5 core dimensions that especially provide enrichment for jobs.

2.1. Task Variety

Variety allows employees to perform different operations that often require different skills. Jobs having high variety are more challenging because of skills involved. These jobs relieve monotony that develops from any respective activity.

2.2. Task Identity

Task identity allows employees to perform a complete piece of work. When tasks are broadened to produce a whole product or an identifiable part of it, then task identity has been established.

2.3. Task Significance

It refers to the amount of impact as perceived by the workers, that the work has on other people.

2.4. Autonomy

It is the job characteristic that gives the employees some discretion and control over job-related decisions and it appears to be fundamental in building a sense of responsibility in workers.

2.5. Feed-back

It refers to information that tells workers how well they are performing. It comes from job itself, management and other employees.

3. Benefits of job enrichment

For employees:

• They can demonstrate initiative, willingness and ability to learn new skills. Show their supervisor/manager what you can do and how quickly you can learn.

• New experiences may open doors of opportunity and increase your chances of receiving a higher annual merit pay increase within your current pay grade.

• Varied job assignments can make your work more enjoyable.

• They will gain on-the-job experience. This skill diversity may help them to meet the minimum qualifications of jobs for future career advancement.

For managers:

• They gain flexibility in staffing because staff members will possess more skills and may be available for special projects.

• They can reward high performers for completing career development activities through merit pay increases.

• Their employees will have opportunities to demonstrate the knowledge, skills, and abilities needed for future advancement by showing you how easily they learn and how well they carry out new tasks.

• They can increase staffing levels during peak times.

• They can develop current staff so they are capable of meeting future department goals.

• They will be providing the kinds of job variety high performers need to remain committed to their jobs.

4. Limitations of job enrichment

• Some Workers may not want enriched jobs: If they are unable to tolerate, dislike more complex duties; uncomfortable in group work; dislike relearning; prefer safety & security and stability; skills are non-adoptable…

• Expensive equipment may not be adoptable.

• Unbalance program and production system.

• Reduction in supervisory staff role.

• Enriched job may lead job & pay dissatisfaction.

Related docs to Job redesign

• Job redesign
• HR career ebooks (you can download free and ref all ebooks related HR career…)