Presentation on Job enrichment Job enlargement Job Rotation Presented By : Saira Yasmeen Management Presentation

2. FLOW OF PRESENTATION:
JOB ENRICHMENT
 Definition
 Features
 Advantages & Disadvantages
JOB ENLARGEMENT
 Definition
 Advantages & Disadvantages
 Difference between job enrichment & job enlargement
 Conclusion
JOB ROTATION
 Definition
 Types of job Rotation
 Objectives
 Advantages & disadvantages
 Conclusion

3. JOB ENRICHMENT
Job enrichment is a management concept that involves
redesigning jobs so that they are more challenging to the
employee and have less repetitive work.

4. FEATURES OF JOB ENRICHMENTTHE
 The characteristic or features of job enrichment are:-
 Nature of job : Job enrichment is a vertical expansion of the job.
 Objective : The objective of job enrichment is to make the job more lively and
challenging.
 Positive Results : Job enrichment gives positive results if the workers are highly
skilled.
 Direction and Control : Job enrichment encourages self-discipline.

5. ADVANTAGES OF JOB ENRICHMENT
The importance or merits or advantages of job enrichment are:-
 Job enrichment is useful to both the workers and the organization.
 The worker gets achievement recognition and self-actualization.
 The worker gets a sense of belonging to the organization.
 The worker finds the job meaningful.
 Job enrichment reduces absenteeism labor - turnover and grievances.
 It motivates the workers to give best performance.

6. LIMITATION OF JOB ENRICHMENT
The shortcoming or demerits or limitations of job enrichment are:-
 In many cases job enrichment does not give the expected result.
 It makes many changes in the job. So many workers oppose it.
 It has limited use for highly skilled managers and professionals.
 The consent of workers is not taken before implementing job enrichment.
 Managers force the workers to accept job enrichment which is not good.

7. JOB ENLARGEMENT
Job Enlargement is the horizontal expansion of a job. It involves the addition of tasks at
the same level of skill and responsibility. It is done to keep workers from getting bored.
It is different than job enrichment.
Example: small companies may not have as many opportunities for promotions, so they
try to motivate employees through job enlargement.

8. LIMITATION OF JOB ENLARGEMENT
The demerits or limitations of job enlargement are:-
Increase work burden :- Job enlargement increases the work of the employee and
not every company provides incentives and extra salary for extra work.
Increasing frustration of the employee :- In many cases employees end up being
frustrated because increased activities do not result in increased salaries.
Problem with union members :- Many union members may misunderstand job
enlargement as exploitation of worker and may take objection to it.

9. CONCLUSION
 Job enrichment is dependent on job enlargement, whereas job enlargement is not
dependent on enrichment.
 Job enlargement means taking charge of more duties and responsibilities which
are not mentioned in the job description .
 Job enrichment gives more control and managerial access to perform tasks and
responsibilities.
 Job enlargement is horizontal, whereas job enrichment is vertical expansion.
 Job enlargement and job enrichment are tools for motivation and growth.

10. JOB ROTATION
 A job design technique in which employees are moved between
two or more jobs in a planned manner.
 Job rotation is a management technique that assigns trainees to
various jobs and departments over a period of few years.

11. TYPES OF JOB ROTATION
 Task Rotation
 Position Rotation
1) Within Function
2) Cross Function

12. TASK ROTATION
 It takes place in jobs that involve a high degree of physical demands on the body
or extremely tedious job.
 Employees are periodically removed from these mentally stressful or physically
demanding tasks to a less.
Example : A spot welder on a production line working 10 hrs. shift for 4days a
week is shifted to the maintenance or tool shop.

13. PROCESS ROTATION
 It is the process of laterally moving an employee to different geographical location.
 The purpose behind this type of rotation is to personally professionally developing
the employee by exposing her to new knowledge, skills and perspectives.
Example : A junior executive at a multinational consulting firm sent as the company’s
advance executive training program to different geographical location.

14. OBJECTIVES
 Reducing Monotony of the job.
 Succession Planning.
 Creating right-Employee job Fit.
 Exposing Workers to All Verticals of the Company.
 Testing Employee Skills and Competencies.
 Developing a Wider Range of Work Experience.

15. ADVANTAGES
 Provides an opportunity to broaden one’s knowledge.
 Avoiding fraudulent practice.
 Increases Satisfaction and Decreases Attribution Rate.
 Helps Individuals Explore Their Interests.
 Helps Managers Explore the Hidden Talent.

16. DISADVANTAGE
 Reduces uniformity in quality.
 Frequent interruption.
 Misunderstanding with the union member.
 Staff members have fear of performing different tasks effectively.

17. conclusion
 Job rotation is not just another transfer in the industry today.
 Job rotation strategy required focus on the outcome.
 It can be used to settle scores which arises from organizational politics.
 It can also be used as a good tool to bring fresh ideas and infuse new energy into
the existing roles and function.