UNIT 2 HRM

What are the objectives/importance of Human

Resource Planning?
• Assessing future needs: HR planning provides a
powerful analysis of the urgent demands and
requirements of the team and the firm. For example,
when a company discovers a labour shortage and
surplus, this HR planning can improve the situation
by analysing the forecast of issues.
• Foundation to HRM function: HRP is the first step of
HRM function, providing the foundation to the
function.
• Investment perspective: The HRP can provide a
proper guideline to the management for any
investment plan and strategies to develop the
organisation’s growth through the employees.
• Employee turnover: A proper human resource plan
can improve and reduce employee turnovers by
adequately analysing the requirements.
• Government guidelines: Human resource planning
involves different legal planning to support the
company from legal perspectives. It can help manage
government policies for different people and manage
legal terms.
• Talented manpower planning: Due to daily business
environmental changes, jobs are changing, and the
demands are also therefore changing.
What are the Benefits of Human Resource Planning?
1. Increase productivity
Effective planning ensures that the right people are in the
right roles—at the right time. Productivity will likely
increase when your employees are well-suited to their
roles, and have the right skills, knowledge, and resources
to perform their jobs effectively. HRP can also help you fix
inefficiencies and bottlenecks in your projects, further
increasing productivity.
2. Reduce costs
By reducing turnover and the associated costs of
recruitment and training, and by identifying opportunities
to optimize staffing levels, you can cut overall labour
costs. HRP can also help you avoid over or understaffing,
which can lead to unnecessary expenses or lost revenue.
In fact, this is one of the most important benefits of
human resource planning.
3. Cope with change
You can use human resource planning to create robust
measures that deal with varying customer demands,
business expansion, and political and economic
conditions. For instance, an IT firm might experience an
increased demand for cloud services due to changing
customer preferences or new regulations favouring cloud
adoption. Through human resource planning, HR can
analyse these shifts. They may need to upskill existing
employees in ERP cloud technologies, recruit new talent
with specific cloud expertise, or reorganise teams to
better serve cloud customers.
4. Better strategies for retaining talent
Retaining high-performing employees is crucial for your
businesses to minimise attrition costs. With HR planning,
you can spot factors that keep employees engaged, then
create programs that support their welfare, such as
competitive compensation, employee engagement, and
building a positive work environment.
5. Hire quality candidates
The right approach to planning can help your company
hire only the most qualified individuals, allowing you to
determine the skill sets needed for a specific role, create
an interviewing process, and ask the right questions.
Effective HR planning also allows you to prepare for your
current and future staffing needs, encouraging growth and
expansion.
6. Meet staffing needs
Because HR departments are responsible for recruitment
and staffing, effective planning can ensure your staffing
needs are met, which can prevent potential problems that
come along with losing members. For example, HR
planning can prepare ahead of time for any vacancies
should an employee resign, or handle the hiring process in
case of an urgent need to ramp up.
7. Facilitate expansion programs
As your company grows, the demand for human resources
increases. Whether it’s as simple as scaling up through
massive hiring, or as complex as mergers and
acquisitions, HR planning is essential.
8. Train and develop employees
On the surface, reskilling the workforce might not sound
too daunting. However, the statistics are telling.
According to the World Economic Forum’s Future of Jobs
Report, 50% of all employees will need reskilling by 2025.
This is where a clearly-defined training program comes in.
It allows you to strengthen the skills of your employees
and equip them with the latest techniques and knowledge
to help them smash their own targets.
9. Effective performance management
The majority of Senior HR Managers (75%) agree that
collaboration, constant communication, and a
mentorship culture will be the mandate of a high-
performing workplace. With this in mind, it’s clear that
performance management needs to change from ‘the
annual performance review’ to a more continuous
process of regular feedback. A central hub with detailed
insight on employees' skills, client engagements, should
help with this.
10. Improve decision-making
According to a 2020 McKinsey Global Survey, “companies
lack the talent they will need in the future: 44% of
respondents say their organisation will face a skills gap
within the next five years, and another 43% reported
existing skills gaps.”
In other words, 87% say they are either experiencing a
skills gap now, or expect to very shortly. The good news is,
with insight on future staffing needs and workforce
challenges, you can make better decisions about staffing,
training, and development, and you’ll be better equipped
to respond to changes in the business environment.

Recruitment- Meaning, Objectives and Methods of

Recruitment
Recruitment – Meaning: Recruitment is the overall
process of identifying, sourcing, screening, shortlisting,
and interviewing candidates for jobs (either permanent or
temporary) within an organization.

What are the objectives of recruitment?

Attracting Qualified Candidates: Recruitment aims to
identify and encourage capable individuals to apply for
available positions. This ensures the organization can
select from a pool of skilled applicants, enhancing its
ability to meet performance and productivity goals.
Ensuring Diversity: By fostering inclusivity in the
recruitment process, organizations aim to build diverse
teams. Diversity brings varied perspectives and innovative
ideas, improving decision-making and reflecting a broader
customer base.
Enhancing Employer Branding: Recruitment efforts often
showcase the organization's values, culture, and
opportunities. A positive recruitment experience
strengthens its reputation as an employer of choice,
attracting top talent in the long term.
Aligning with Organizational Goals: Recruitment isn't
just about filling vacancies; it's about finding individuals
who align with the company's mission, vision, and
objectives. This alignment ensures new hires contribute
meaningfully to the organization's growth and success.
Methods of recuritment
Organizations use many different types of recruitment
methods to attract the best staff. Not every job has the
same requirements, and each company has different
needs. That means employers have to use hiring tactics
that will match their environment and appeal to the
candidates they’re looking for. Depending on the role and
department, various recruiting methods can be used
within the same business.
Internal and External Recruitment
Briefly, internal recruitment is when you source
candidates to fill a role from within your existing
workforce. External recruitment is when you go outside
your company to attract people you’ve never met.

Online job boards and websites

This will be one of the most common ways to recruit
today, online job boards and websites. Nearly everyone
has heard of this method and more than likely, you will be
using this as part of your ongoing recruitment strategy.
Direct website postings are still very popular and with the
right integrations, these can be indexed and populated
onto third party sites such as online job boards or even
something like LinkedIn
Online job boards and websites
Job boards such as Monster, REED and Indeed are three of
the most popular online recruitment packs and cover
nearly every category of job posting and industry.
Recruitment agencies
You can outsource your recruitment requirements to a
third party, in this case, a recruitment agency. They can
manage the whole recruitment process and whilst it may
cost more to do it, they free up your time to focus on more
of the day-to-day requirements of your business. If you are
struggling with finding the right kind of recruit or need
someone with very specific skills, agencies can handle
these requests very specifically.
Headhunters
Headhunters are an extension of the recruitment agencies
and are specifically designated to direct their efforts
toward finding high-level managerial and professional
talent for organizations.
Many passive recruits may not be searching for a new role
or challenge at all and this is when a headhunter can
come in and sell the opportunity and the business values
to new candidates - especially those who may be working
for competitors or are no longer challenged by their
current role.
Headhunters make their name by being able to have the
kinds of discussions with potential candidates to get them
in front of organizations needing that level of skill or
knowledge.
Media advertising
Advertising vacancies in specialist trade journals, national
and local newspapers are still effective methods of
recruitment.
This is where job adverts are posted with specific
information about the job and then a description of the
organisation. These are common and still used to date,
especially for more trade specific job roles which get
picked up by the people working in that particular
industry.
Employee referrals
It works by getting existing staff to refer people they know
for vacancies. The idea is that this method is very cost
effective and it also means that staff are more likely to
refer the role to people they trust and would reflect better
upon themselves as well.
Internships and apprenticeships
An internship is a period of work experience offered by an
organization for a limited period of time, for training a new
generation of practitioners of a trade or profession with
on-the-job training and often some accompanying study.
Recruitment events
Recruitment events are one of the most direct recruitment
strategies that can be utilized. As previously mentioned,
many in engineering and medical areas of study will be
recruited this way as it is relevant to academia in many
cases.
Events can range from hosting open days to being at job
fairs, holding something like a hackathon and graduate
recruitment drives on campus. Events can be costly so it
is important to know what the ROI for finding the right
candidate is for your organization and making a decision
based on this.
Social networks
Social recruitment has become a big method of getting
the right candidates into organizations. LinkedIn has
easily grown in popularity as the platform to connect
employers with prospective employees and also, be used
to help with creating a employer brand strategy that
makes the organization look more attractive to potential
employees.
Talent pool database
A talent pool database is effectively a database of people
that didn’t make it on previous recruitment drives. The
reality is, these people may still want to work for you and
that’s why it is important to always search your talent pool
databases for applicants and candidates that were not
hired but were suitable enough to save.
Rehiring previous employees
Have you ever considered approaching a previous
employee? This strategy is also known as “boomerang
employees” and it is gaining a lot of popularity in the
professional world. This is when employees who left on
good terms (for whatever reason) are approached to come
back to the organization.
Employers are looking for someone that already
understands the business, possibly even the challenges
but knows that they will fit into the corporate culture and
can implement change quickly. It’s cost effective and
reduces the risk of hiring bad employees who aren’t
known to the organization.
Have you ever considered approaching a previous
employee? This strategy is also known as “boomerang
employees” and it is gaining a lot of popularity in the
professional world. This is when employees who left on
good terms (for whatever reason) are approached to come
back to the organization.
Employers are looking for someone that already
understands the business, possibly even the challenges
but knows that they will fit into the corporate culture and
can implement change quickly. It’s cost effective and
reduces the risk of hiring bad employees who aren’t
known to the organization.
Selection- Meaning of Selection and Steps in Selection
Selection" means the process of carefully choosing the
most suitable candidate from a pool of applicants for a
specific job, based on their qualifications and abilities, by
going through a series of steps like application screening,
interviews, assessments, and background checks to
make a final hiring decision; essentially, it's the act of
picking the best fit for a role.
Selection Process
1. Application
Once you’ve published a job advert, candidates begin to
apply. That’s the first step in your selection process.
However, the number, quality, and diversity of
applications will vary.
Applications can be collected through Online sites,
Company websites/career pages, Recruitment agencies
and sites, University and college career departments,
Word of mouth.
2. Screening & pre-selection
The goal of the initial screening phase is to reduce the
pool of candidates from a large number to a manageable
group of people who are eligible for an interview. This can
be done in various ways like Resume screening, chatbot,
pre-selection assessments, etc.
3. Interview
The third step in the candidate selection process is the
most visible one, the job interview. Its purpose is to
assess how well-suited candidates are for the role and
gain insight into their verbal fluency and sociability.
A job interview involves the candidate being asked
questions by the direct manager or the recruiter (or both).
It provides the structure for posing job-related questions
to the candidate and presents the opportunity to sell the
job to them.
Interviews may take place virtually or in person. Many
companies conduct a first-stage interview remotely for
more efficient time management. Some of them then
choose to do the final interview on-site to promote a
stronger personal connection and allow the candidate to
experience the workplace culture and environment.
4. Assessment
While screening and pre-employment assessments can
roughly weed out the least suitable candidates, a full
assessment is usually more accurate.
Commonly used assessments are a General Mental Ability
(GMA) test (also known as an IQ test) and a Five-Factor
Model of Personality test. Higher IQ is associated with
faster learning and higher top performance. While these
assessments can be a part of your pre-selection process,
many organizations choose to conduct them in later
stages of the hiring process.
Eg: Multinational technology corporation IBM has
designed “scientifically validated assessments to be
engaging, fair, and relevant to each role.” With these
assessments, IBM recruiters can measure skills and
abilities that may not be revealed during interviews.
5. References and background check
Reference checking is the essential next step in the
candidate selection process.
Ask the candidate to provide references. Reference
checks confirm the accuracy of what a candidate has told
you and your impressions of them. If, during the interview,
you have doubts about a certain competency or skill, the
reference check is an excellent way to gather more
information from a different perspective.
Reference checking is the essential next step in the
candidate selection process.
Ask the candidate to provide references. Reference
checks confirm the accuracy of what a candidate has told
you and your impressions of them. If, during the interview,
you have doubts about a certain competency or skill, the
reference check is an excellent way to gather more
information from a different perspective.
6. Decision
The next selection process step is deciding on a candidate
with the greatest potential for the organization. Pre-
defined criteria by which every candidate is rated during
the selection process will reveal the best candidate.
7. Job offer & contract
Once the decision is made, the selection process has one
last phase. The chosen candidate still needs to accept the
offer. At this point, you should have gleaned enough
information from the various screenings and job
interviews to have some confidence that the candidate is
likely to accept the job.
The offer is then made to the candidate. You can send
an offer letter outlining the main job details and
employment conditions. If they accept the offer, you can
proceed to issue a formal employment
contract/appointment letter.
 Job Analysis and Job Design
Job Analysis is the process of studying and understanding
the duties, responsibilities, and requirements of a specific
job. It provides detailed information about what a job
entails and the qualifications needed to perform it.
Job analysis entails a structured approach to acquiring,
documenting, and evaluating details concerning a job's
duties, qualifications, responsibilities, and prerequisites.

Purpose of Job Analysis

1. Recruitment and Selection
Job analysis provides a clear understanding of the roles
and responsibilities of a job, as well as the qualifications
and skills required for a suitable candidate. It ensures that
recruitment is focused on attracting candidates who meet
the specific needs of the job.
2. Training and Development
Job analysis identifies the skills, knowledge, and
competencies required for a job, which helps in designing
effective training programs to bridge gaps.
It ensures employees are equipped to perform their roles
effectively and adapt to organizational needs.
Example: If a marketing analyst needs proficiency in
advanced analytics tools, training sessions can be
planned accordingly
3. Performance Appraisal
By outlining job expectations, job analysis helps set
measurable performance standards, making it easier to
evaluate employee performance. It ensures fairness and
transparency in performance evaluations and helps in
identifying areas for improvement.
Example: A sales manager’s performance might be
measured based on targets like achieving a specific sales
quota or increasing customer satisfaction.
4. Compensation Management
Job analysis helps determine the relative value of jobs
within an organization, which aids in setting fair salaries,
benefits, and other compensation.
It ensures internal equity and competitiveness in the job
market.
Example: A senior software developer's role, which
requires specialized skills, is assigned a higher pay grade
compared to an entry-level role
5. Job Design and Redesign
Job analysis provides insights into how tasks can be
structured, combined, or modified to improve efficiency,
productivity, or employee satisfaction. It ensures that jobs
are optimized for both organizational efficiency and
employee well-being.
If an assembly line worker’s job is monotonous, tasks
might be rotated to introduce variety and maintain
motivation.
6. Workforce Planning
Job analysis helps forecast the organization’s future
staffing needs by understanding current job roles and
identifying gaps or redundancies.
It ensures the organization has the right number of people
with the right skills at the right time.
7. Career Planning and Succession Planning
Job analysis helps employees understand the skills and
competencies needed for career advancement and
assists managers in planning for leadership roles.
It ensures a pipeline of skilled employees ready to fill
critical roles.
Eg: A junior manager aiming to become a department
head might focus on leadership training identified through
job analysis.
Job Design
MEANING-Job design is a process that companies use to
create a new job or add duties to an existing job. This
allows a company to more easily reach its goals by having
more employees perform more tasks within the
organization. Job design may involve developing a new
position or simply adjusting the set of tasks that a current
position encompasses. It essentially entails integrating
necessary duties and qualifications to perform a
particular task or project for increased value and
maximized performance.

• Job design can help managers determine the

following:How an employee completes tasks
• The tasks an employee must be able to perform
• The order in which the employee needs to complete
the tasks
Job Design – Importance
• Align businesses with employees: Successful job
design can help align both business and employee
values. This can result in decreased employee
turnover and also helps promote increased
productivity.
• Secure a competitive advantage: The expectations
and the landscape for work are ever-evolving, and
regular job design allows companies to stay up-to-
date on these changes to attract top talent. It can
also give current employees the chance to succeed in
their positions and enhance their overall
competencies.
• Increase employee motivation: Roles and
responsibilities constructed in a well-designed
manner can help increase motivation and reduce job
duty confusion.
Help in administrative factors, such as:
• Job enlargement: This includes adding more
tasks to a job to help the job expand into a
broader position that covers more duties.
• Repetitiveness: Making sure tasks aren't
repetitive can keep employee motivation and
morale up.
• Defined work process: Ensuring employees are
aware of the details of their work process helps
reduce confusion.
Job Design – Strategies
Job rotation
• Job rotation is when a company moves employees
between jobs. This type of job design helps
employees expand their skills and learn through
different experiences they otherwise wouldn't have.
Job rotations can help increase the flexibility of
employees, while also allowing them to complete
additional duties as needed.
• Job rotation is when a company moves employees
between jobs. This type of job design helps
employees expand their skills and learn through
different experiences they otherwise wouldn't have.
This will help employees develop diverse skills, gain a
better understanding of different aspects of the
organization, and reduce monotony.
Example: A marketing professional might spend time in
sales or customer service to understand how different
departments contribute to the company’s goals.
Job Enlargement
Job enlargement is defined as a work design that expands
the role and responsibilities of an employee by adding a
few more tasks. It helps employees develop a broader
skillset and enhance their professional experience. It
saves cost for a company by reducing the hiring needs and
also it motivates employees by doing a different job other
than the routine work.
Example: A receptionist might also handle social media
updates or inventory tracking alongside their regular
duties.
Job Enrichment
Adding more responsibility, autonomy, and challenge to a
role to make it more meaningful. This can increase
motivation, engagement, and a sense of achievement by
giving employees greater control over their tasks.
Example: A team member might be given the authority to
make decisions or lead a project rather than just following
instructions.
Job Simplification
Streamlining a job by reducing complex or unnecessary
duties to make it easier and more efficient to improve
productivity and reduce errors by focusing on core,
essential tasks.
Example: Automating repetitive data entry tasks so
employees can focus on reviewing the outcomes.
Job Crafting
Allowing employees to shape or tailor their roles to better
align with their skills, interests, and preferences to
enhance job satisfaction and personal investment in work
by letting employees influence the structure or focus of
their tasks.
Eg: A teacher who enjoys technology incorporates digital
tools, like interactive apps or videos, into lesson plans.
A customer service representative shifts their focus to
training new hires rather than managing customer queries
full-time.
Flexible Working
Providing adaptable work schedules, locations, or
arrangements to better suit employees' personal needs to
improve work-life balance, reduce stress, and
accommodate diverse lifestyles or responsibilities.
Example: Allowing remote work, flexible start and end
times, or compressed workweeks (e.g., four 10-hour days
instead of five 8-hour days).
Job Description, Job specification and Job Evaluation
A job description usually lists out the job title, location,
job summary, working environment, duties to be
performed on the job, etc. A job specification lists out the
qualifications, experience, training, skills, emotional
attributes, mental capabilities of an individual to perform
the job.
A Job description provides an explanation of the job,
responsibilities, duties and scope of the position. A Job
specification outlines the qualifications required to
perform a specific job.
Importance of Clear Job Descriptions and
Specifications
• Attracting the Right Talent: They ensure that the role
is accurately represented, which helps in drawing in
individuals whose skills and aspirations align with the
job.
• Efficient Recruitment Process: A clear and concise
job listing can capture their attention and interest
within a critical attention timeframe.
• Reduced Turnover: When employees know exactly
what is expected of them and what they need to
succeed, they are more likely to be satisfied with their
jobs and are easily retained.
• Legal Compliance: It provides documented
evidence that hiring decisions are based on
relevant qualifications and skills, not on
discriminatory factors.
• Performance Management: These documents serve
as a reference point for setting individual and team
 goals, which are essential for assessing an
employee’s performance and growth within the
company.

Job Evaluation
Job evaluation is a systematic process of assessing the
value of jobs in an organization in order to determine
the worth of individual jobs and the compensation to
be paid to employees who hold those jobs. The
purpose of job evaluation is to ensure that employees
are paid fairly for the work they do.
Importance of Job Evaluation
1. Comparisons: Job evaluation techniques allow for a
systematic comparison of roles within an
 organization. This can help in identifying overlaps,
gaps, and inconsistencies in roles and
responsibilities. It can also aid in understanding the
relative importance and complexity of different jobs,
thereby promoting fairness and transparency.
2. Compensation: By assessing the value and
complexity of jobs, job evaluation can help in
determining fair and competitive compensation
packages. It can ensure that employees are rewarded
appropriately for their skills, efforts, responsibilities,
and working conditions.
3. Specifications: Job evaluation can provide a clear and
detailed understanding of what a job entails. This can
be used to develop comprehensive job descriptions,
identify necessary skills and competencies, set
performance standards, and design effective
performance evaluation systems.
4.
Planning: By providing a cle ar picture of the job
hierarchy and career paths within the organization,
job evaluation can aid in succession planning. It can
help employees understand their potential career
progression and the skills and experiences they need
to advance.
5. Recruitment Process: A well-conducted job
evaluation can provide valuable insights for the
recruitment process. It can help in identifying the
skills and competencies required for a job, thereby
 aiding in the selection of suitable candidates. It can
also ensure that the compensation offered is
competitive and commensurate with the job's
requirements.

Job Restructuring – Job Rotation, Job Enlargement and

Job Enrichment
Job restructuring is when an employer changes the
responsibilities or duties of an employee's role. It can
involve adding new tasks, or giving an employee more
responsibility within their current role.
This is
To improve employee satisfaction,
To better meet the needs of the business,
To make the business more efficient, and
To cut costs.
"Job restructuring" refers to the practice of modifying an
employee's job responsibilities by implementing
strategies like job rotation (moving employees between
different roles), job enlargement (adding more tasks of a
similar level to an existing role), and job enrichment
(increasing the autonomy and challenge within a job by
adding more responsibility and decision-making power) to
enhance employee engagement and satisfaction while
developing their skills across various areas within the
organization; essentially aiming to make their work more
varied and meaningful.

Job Rotation – Meaning

Job rotation is when a company moves employees
between jobs. This type of job design helps employees
expand their skills and learn through different experiences
they otherwise wouldn't have. This will help employees
develop diverse skills, gain a better understanding of
different aspects of the organization, and reduce
monotony.
Example: A marketing professional might spend time in
sales or customer service to understand how different
departments contribute to the company’s goals.
Objectives:
• Reducing Job Monotony: It aims to alleviate the
monotony and repetition that can arise in a single role
by exposing employees to different types of jobs. This
variety motivates them to perform effectively in each
new role they undertake.
• Succession Planning: It contributes to succession
planning by cultivating a pool of employees capable
of stepping into senior positions when needed due to
retirement or departure. It ensures continuity and
reduces disruptions in organizational leadership.
• Enhancing Employee Job Fit: Ensuring that
employees are placed- in roles that align with their
skills and strengths is critical for organizational
success. Job rotation facilitates the identification of
the right fit between employees and roles, thereby
optimizing productivity and job satisfaction.
• Exposure To Various Company Verticals: By
rotating employees through different departments or
operations, task rotation familiarizes them with the
organization’s structure and processes. This
exposure enhances their understanding of company
operations and the challenges faced across different
functions.
• Assessing And Developing Skills: It enables
organizations to assess and develop employees’
skills and competencies by placing them in diverse
roles. This process helps identify areas of proficiency
and aptitude, ultimately improving on-the-job
performance.
• Broadening Work Experience: Encouraging
employees to step out of their comfort zones and gain
experience in various roles promotes personal and
professional growth. It equips them with a broader
range of- skills and perspectives, contributing to their
overall development.
• Job rotation is a strategic management practice that
benefits employees and management by fostering
 skill development, organizational flexibility, and
employee engagement.
• Enhanced Employee Motivation and
Satisfaction: Research shows that staff rotation
boosts employee motivation by allowing them to
develop skills and competencies in diverse roles. This
motivation leads to improved- job performance and
overall satisfaction, benefiting employees and the
company.
• Reduced Resignation Rates: Work rotation
positively impacts job satisfaction and career
development, reducing turnover rates. Employees
value the variety and opportunities for growth, which
enhance their commitment to the organization.
• Increased Workforce Flexibility: Training employees
in multiple roles creates a more adaptable workforce.
This flexibility ensures that the organization can
swiftly fill positions as needed, minimizing
disruptions.
Job Enlargement
Job enlargement is defined as a work design that expands
the role and responsibilities of an employee by adding a
few more tasks. It helps employees develop a broader
skillset and enhance their professional experience. It
saves cost for a company by reducing the hiring needs and
also it motivates employees by doing a different job other
than the routine work.
Example: A receptionist might also handle social media
updates or inventory tracking alongside their regular
duties.
1. Reduce Boredom and Monotony
Performing the same task repeatedly can become
monotonous, leading to boredom and disengagement. Job
enlargement introduces variety by allowing employees to
take on additional tasks, making their work more
stimulating and reducing feelings of repetition. Engaged
employees are more motivated and perform better.
2. Enhance Employee Skills
By handling a wider range of tasks, employees develop
new skills and improve their competencies. Exposure to
different responsibilities strengthens their abilities,
preparing them for more significant roles in the future.
This also benefits the organization by creating a more
skilled workforce.
3. Increase Job Satisfaction
When employees feel that their work is meaningful and
diverse, they are more likely to be satisfied with their jobs.
Job enlargement gives them a sense of accomplishment
and personal growth, leading to increased job satisfaction
and motivation.
4. Increase Flexibility and Adaptability
A diversified work experience makes employees more
adaptable to changes within the organization. They
become more comfortable with handling various roles and
responsibilities, making the workforce more flexible and
responsive to shifting business needs.
6. Improve Cross-Training Opportunities
As employees take on additional tasks, they naturally
acquire knowledge beyond their primary job function.
7. Increase Staff Productivity
A more engaged and motivated workforce leads to higher
productivity levels. When employees perform a variety of
tasks, they remain mentally stimulated and committed to
their work, which results in greater efficiency and output.
8. Reduce Employee Turnover with Higher Satisfaction
Rates
Job dissatisfaction is a key reason why employees leave
organizations. By providing a more engaging work
environment through job enlargement, companies can
improve employee retention, reduce hiring and training
costs, and maintain a stable workforce.
9. Empower Employees by Giving Them Ownership of
Their Work
When employees are given additional responsibilities,
they feel more valued and trusted by their employers. This
sense of ownership boosts confidence, accountability,
and motivation, leading to higher job performance and
overall organizational success.
 Job Enrichment
Job Enrichment is the process of enhancement of a job by
increasing the level of responsibility and autonomy of
employees. It provides employees with challenges and
more accountability to instill a feeling of achievement and
growth.
Organizations use job enrichment in HRM (Human
Resources Management) as a strategy to make jobs more
meaningful and engaging for employees. The job
enrichment process expands job responsibilities, grants
employees autonomy, and provides growth and
development opportunities. This aims at higher employee
satisfaction, motivation and increases the overall
performance of the organization.
 Job Enrichment - Objectives
1. Higher productivity as a result of increased
employee motivation
Since the main goal of enriching jobs is to improve jobs so
that employees enjoy doing them, there needn’t be extra
effort to be put into motivating employees. When you’re
engaged with something enjoyable, you do not need
motivation to carry it out.
2. Brings about organizational change smoothly
To conduct an organizational change or development in
the workplace, managers have to have a keen
understanding of the wants and needs of employees.
When employees already enjoy enriched jobs, they feel
more loyal and committed to the organization. This makes
it easier for managers to bring changes to the organization
without having demotivated or disengaged employees.
• Improved Employee Performance – A more
engaging job structure often results in better
productivity and efficiency.
• Reduced Turnover and Absenteeism – Employees
are less likely to leave or take unnecessary leaves
when they feel valued and engaged.
• Encourages Skill Development – Employees
develop new skills and enhance existing ones,
making them more competent and valuable.
• Greater Autonomy and Responsibility – Employees
feel more in control of their tasks, leading to a sense
of ownership and accountability.
• Better Problem-Solving and Innovation – With more
responsibility and freedom, employees contribute
creative solutions and improvements.
• Enhances Career Growth Opportunities – Enriched
roles prepare employees for higher responsibilities
and career advancement.
Placement, Induction and Orientation
PLACEMENT MEANING
When the candidate is selected for a particular post and
when he reports to duty, the organization has to place him
or her in the job for which he or she is selected which is
being done through placement. Placement is the act of
offering the job to a finally selected candidate. It is the act
of finally assigning the rank and responsibility to an
employee, identifying him with a particular job.
In very simple words placement means sending the newly
employed person to some department for work. Placing
the right man at the right job is as important as hiring the
right person.
Most of the organisations put new employees on
probation for a specified period after which they are
confirmed, provided they match the organisational
requirements. Placement helps the new recruit find a job
in sync with what has been promised by the employer at
the time of selection.
If placement is neglected, it may increase employee
absenteeism, turnover, accidents, poor performance, etc.
The employee may quit the organization in frustration,
complaining about and criticizing everything.
Induction
When a new employee joins an organisation, he should be
welcomed as a new member of the family and must be
helped to get acquainted and adjusted with his fellow
employee and work environment. Induction is a technique
by which a new employee is rehabilitated into his
surroundings and introduced to the practices, policies
and purposes of the organisation. The new employee is a
complete stranger to the people, work place and work
environment.
According to Edwin B. Flippo “Induction is the
welcoming process to make the new employee feel at
home and generate in him a feeling of belongingness to
the organisation.”
He should feel good about his job, however small, is
meaningful and has a significance as a part of the total
organisation. Initial impression counts, much in the
attitude of the employee towards the job and the
company.
Objectives of Induction
1. To reduce the initial anxiety and stress all new
entrants feel when they join a new job in a new
organisation.
 2. To build up the new employee’s confidence in the
organisation and in himself so that he may become
an efficient employee and to promote a feeling of
belongingness and loyalty towards the organisation
3. To provide favourable initial job experiences and to
answer any questions and to clarify any doubts.
4. To understand the firm in a broad sense (its past,
present, values, culture, and vision), as well as key
facts such as structure, product, policies, rules and
regulations.
5. To bring an agreement between the organisation
goals/ expectations and the personal goals of the
organisation.
Difference Between Induction and Orientation
Meaning
Induction refers to a process of introducing the
newcomer to his company and work environment.
Orientation is the process of helping the newcomer to
align with his new position, responsibilities and work
culture.
Type of information
Induction can contain information like company
overview, organizational hierarchy, policies etc.
Orientation can provide information like the new
employee’s assignments, team members, various
procedures, and processes etc.
Duration
Induction has a short duration. It can be completed in a
day.
Orientation has a longer duration. It can take 1 to several
days depending on the organizational requirements.
Formality level
Induction can be more informal than orientation.
Orientation can be more formal than induction.
Order
Induction is the first process.
Orientation comes after induction.