JOB ENRICHMENT
Job enrichment is related to Herzberg’s theory of motivation, in which factors such as
challenge, achievement, recognition, and responsibility are seen as a real motivators.
Even though this theory has not gone unchallenged it has led to widespread interest,
both in
and meaningful. In job enrichment job may be enriched by verity. But they also may
be enriched.
1- Giving workers more freedom in deciding about such things as work methods
sequences and acceptance or rejection of materials’
2- Encouraging participation of subordinates and interaction between workers.
3- Taking steps to see and solve problems of workers and the welfare of the
enterprise.
4- Giving workers a feeling of personal responsibility for their work.
5- Giving people feedback on their job performance.
6- Involving workers in the analysis and change of physical aspects of the work
environment such as the layout of the office or plant , temperature lighting and
cleanliness.
JOB ENLARGEMENT
Job Enlargement attempt to make a job more varied by removing the dullness
associated with performing respective operations. It means enlarging the scope of the
job by adding similar task without enchanging responsibility , for example ,
production line worker may install not only the bumper on a car but also the front
1. What is Staffing?
2. Define the nature and task of the manager
3. Defining the managerial job
4. The system approach to human resource management
a. Aspects in the system approach to staffing
i. Factors affecting the number and kinds of manager required
ii. Determination of available managerial resources
iii. Analysis of the need for managers
iv. Other important aspects
5. Purpose and objectives of staffing
a. Situational factors affecting staffing
i. External factors
ii. Internal factors
6. The selection process
a. Definition
b. The selection process
c. Interviews
d. Tests
e. Assessment centers
f. Limitation of the selection process
7. Steps/process/principles of staffing
a. Principle of job definition
b. Principle of managerial appraisal
c. Principle of open competition
d. Principle of management training and development
e. Principle of management objectives
Staffing is define as
“Filling and keeping filed, positions in the organization structure”
This process is done by ten concepts.
1. Identifying the work force requirements.
2. Inventorying the people available.
3. Recruiting
4. Selecting candidates.
5. Planning candidates.
6. Promoting candidate.
7. Appraising candidates.
8. Planning careers of candidates.
9. Training candidate.
10. Developing and compensating candidates and current jobholders.
DEFINING THE MANAGERIAL JOB
There is no agreed definition of managerial job of a manager. There are several
different definition of managerial job by different writers.
One group of writers studied successful managers and described their behaviors and
habits. Although the stories about these people are interesting but authors do not
provide a theory to explain the success of these successful managers. Other writers
focus on profit maximization, innovation, risk taking and similar activities. Yet
another group of writers emphasizes decisions that cannot be easily programmed.
Managerial job also define as leadership having power and influence over the
environment and subordinates. One says, managerial job is process of observing the
activities of managers. However the key tasks of managers are planning, organizing
Figure shows the managerial function of staffing relates to the total management. in
system approach to staffing enterprise plan or organization plane become important
inputs for staffing tasks. The organization structure determines r
equired numbers and
kinds of managers. These demands for managers are compared with the available
On the basis of this analysis, external and internal resources are utilized in the process
of recruitment, selection, placement, promotion and sepration.Other aspects of
staffing are appraisal, career strategy and training and development of managers.
Staffing effects leading and controlling. Well trained managers create an environment
in which people working together in the organization setup can achieve enterprise
objectives and accomplish personal goals.
Staffing requires an open system approach. It is carried out within the enterprise
which is linked to the external environment. Therefore it cannot be carried out within
the enterprise which is linked to the internal environment.
ASPECTS IN THE SYSTEM APPROCH TO STAFFING
In system approach to human resource management or staffing the fowling aspects
are to considered.
1. FACTORS AFFECTING THE NUMBER & KINDS OF MANAGER
REQUIRED
The number of managers needed in an enterprise depends on (1) Size of business (2)
plans of expansion (3) Rate of turnover of managers (4) Complexity of organization
structure.
2. DETERMINATION OF AVAILABLE MANAGERIAL RESOURCS
It is also known as management inventory. It is common for any business and non
business enterprises, to keep an inventory of new materials and goods on hand to
enable it to carry on its operations.
3. ANALYSIS THE NEED FOR MANAGERS.
Analysis of the need for managers depends upon internal resources.
INTERNAL RESOURCES
1. Plane for growth.
2. Replacement or out replacement staff.
3. demotions
4. Early retirement.
5. External factors.
6. Internal factors.
7. External factor include
EXTERNAL RESOURCES
1. Economic factor.
2. Technological factors.
3. Social factors.
4. Political factors.
5. Legal factors.
4. OTHER IMPORTANT ASPECTS
After the need for managerial personnel a number of candidates may have to be.
1. Recruited
2. selected
3. place
OBJECTIVES & PURPOSES OF STAFFING:
OBJECTIVES OF STAFFING
The objective and purpose of managerial staffing is to ensure that organizational
positions are filled by the qualified personnel, who are able to willing to occupy them.
2ndly, the purpose / objective of managerial staffing is to define job, performance
appraisal training and development of people.
3rdly, the purpose / objective of managerial staffing is to matching the persons with
job, identifying job requirement, job, design etc.
SITUATIONAL FACTORS AFFECTING STAFFING
The actual process of staffing is affected by many environmental factors. For example
external and internal factors.
EXTERNAL FACTORS
Factors in external environment do affect staffing to various degrees. These
influences can be grouped into educational, social cultural, legal political and
economic opportunities. External factors include.
1. Well trained managers.
2. Well educated managers.
3. Highly skilled managers.
Ignorance of external factors may keep away an enterprise from growing at design
rate
INTERNAL FACTORS
Internal factors include
1. Personal policies.
2. Organizational climate.
3. Reward system.
Selection is the process of choosing from among the candidates, from within the
organization or from the outside organization the most suitable person for the current
position or for future positions.
There are many steps in the selection process, for example, the interview of a
candidate, tests, assessment centers etc. There are some variations in the steps of
selection process For example the interview of candidate for a first level supervisory
position may be relatively simple then interviews for a top level executive. In the
selection process firstly, the selection criteria are established in the basis of current
and future job requirements. These criteria include.
1. Education, knowledge, skills and experience.
2. The candidate is requested to complete the application form.
3. A screening interview is conducted.
4. Candidates are tested for additional information.
5. Formal interviews conducted on the basis of test.
6. Information provided by candidates are checked and verified.
7. Physical fitness is examined.
8. On the basis of previous step the candidate is offered job or information about
that he/she has not been selected for the position. Lets determine some parts of
selection process.
INTERVIEW
In a structured interview the Manager ask a set of prepared questions, such as the
following.
1. What were your specific duties and responsibilities in your last job?
2. What did you achieve in that job?
3. Who could be asked to verify these achievements?
4. Who are they?
5. What did you like or dislike about your job?
6. Why do you want to change your job?
TESTS
The primary aim of test is to obtain data about the applicants. Some of the benefits
from testing include finding the best person for the job obtaining a high degree of job
satisfaction for the applicant, and reducing turnover. The most commonly used tests
can be classified as follows.
1. INTELEGENCE TEST
Intelligence test are design to measure mental capacity, to test memory , speed of
thought and ability to see relationship in complex problem situations.
2. PROFICIENCY TEST
It constructed to discover interest, existing skills and potential for acquiring skills.
3. VOCATIONAL TESTS
Vocational test are designed to show a candidates most suitable occupation.
4. PERSONALITY TESTS
Personality tests are designed to show or discover candidate’s personal
characteristics.
ASSESSMENT CENTERS
The assessment center is not a location but a technique for selecting and promoting
managers. This approach may be used in training assessment centers were first used
for selecting and promoting lower level but now they are applied to middle level
managers as well.
LIMITATION OF SELECTION PROCESS
There are many limitation of the selection process.
1. There is no one perfect way to select managers.
2. There is distinction between what person can do,
3. Testing process and especially psychological testing is limited.
4. Time and cost involved in making personnel decisions. It is important to
identify such factor as advertising expenses, agency fees, cost of test
materials, time spent interviewing candidate, costs for reference check etc.
When recruiting costs are recognized it becomes evident that turnover can be
