Human Resource Management team may use one of the following interventions from the given below list to overall effectiveness and efficiency of resources at the workplace:
1. Job Redesign: This can be achieved by observation, in-depth study of discrepancies between what assigned and his interest level, modification of job elements and responsibilities, hence amendments in the job description and finally reshuffling tasks and duties.
2. Job Enlargement: Adding responsibilities without altering the challenges, that is horizontal loading with new responsibilities and duties which makes the employee more motivated. It gives more satisfaction for being responsible for greater freedom.
3. Job Enrichment: Additional responsibilities are given to en employee followed by change in scope and challenges as work. This is vertical loading mechanism by which responsibilities of versatile nature is assigned to the employee.
4. Job Rotation: Employees are shifted from one function/ division/ department to another based on his competencies and career succession to give him better insight of the operations and organizational set-up for a defined period.
5. Career Counseling: This helps to recognize the root cause of dissatisfaction, failure to achieve targets assigned and achieve desired results, mapping employee competency with respect to organisation’s operating systems, internal and external dynamics. This also helps to overcome ole and work stress of employees.
6. Training: Providing regular training whether on-the-job, in-house or external training programme to the resources to equip them with new skill and expertise required accomplishing the desired expectations of the organization.
7. Suggestion schemes: Providing an environment where employees are encouraged to come forward with their open and frank suggestion / ideas / feedback for the overall growth, efficiency and effectiveness of the organization, division, department, team, etc.
8. HR Survey: HR should regularly conduct surveys such as job satisfaction survey, culture / climate survey, employee engagement survey, etc to enhance the moral and motivation of resources.
9. HR Audit: It is comprehensive evaluation of human resource development strategies, structure, systems, styles and skills in the context of the short term and long term business plan of organization. This gives insight and direction for further human development requirements.
1. Job Redesign: This can be achieved by observation, in-depth study of discrepancies between what assigned and his interest level, modification of job elements and responsibilities, hence amendments in the job description and finally reshuffling tasks and duties.
2. Job Enlargement: Adding responsibilities without altering the challenges, that is horizontal loading with new responsibilities and duties which makes the employee more motivated. It gives more satisfaction for being responsible for greater freedom.
3. Job Enrichment: Additional responsibilities are given to en employee followed by change in scope and challenges as work. This is vertical loading mechanism by which responsibilities of versatile nature is assigned to the employee.
4. Job Rotation: Employees are shifted from one function/ division/ department to another based on his competencies and career succession to give him better insight of the operations and organizational set-up for a defined period.
5. Career Counseling: This helps to recognize the root cause of dissatisfaction, failure to achieve targets assigned and achieve desired results, mapping employee competency with respect to organisation’s operating systems, internal and external dynamics. This also helps to overcome ole and work stress of employees.
6. Training: Providing regular training whether on-the-job, in-house or external training programme to the resources to equip them with new skill and expertise required accomplishing the desired expectations of the organization.
7. Suggestion schemes: Providing an environment where employees are encouraged to come forward with their open and frank suggestion / ideas / feedback for the overall growth, efficiency and effectiveness of the organization, division, department, team, etc.
8. HR Survey: HR should regularly conduct surveys such as job satisfaction survey, culture / climate survey, employee engagement survey, etc to enhance the moral and motivation of resources.
9. HR Audit: It is comprehensive evaluation of human resource development strategies, structure, systems, styles and skills in the context of the short term and long term business plan of organization. This gives insight and direction for further human development requirements.
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