The current research project is based on JOB ENRICHMENT. The new changes both in science and technology and business environment have brought a change in functional approach of an industrial organization. The human resource executive plays a significant role to set and achieve the objectives as the functional horizon is extended from legalistic mundane approach to human relation.
Employees are not perceived as human resource, as some human resource experts have termed the human resource as “knowledge capital” of the organization.
It is, therefore, imperative for human resource executive to adopt a rationale approach to muster and accumulate the so-called knowledge capital. This places an immense responsibility on HR executive, as there no direct scale to measure human HR activities vis-à-vis the output.
Definition: Job Enrichment is the addition to a job of tasks that increase the amount of employee control or responsibility. It is a vertical expansion of the job as opposed to the horizontal expansion of a job, which is called job enlargement.
Most of us want interesting, challenging jobs where we feel that we can make a real difference to other people’s lives. As it is for us, so it is for the people who work with or for us. So why are so many jobs so boring and monotonous? And what can you do to make the jobs you offer more satisfying? (By reducing recruitment costs, increasing retention of experienced staff and motivating them to perform at a high level; you can have a real impact on the bottom line.)
One of the key factors in good job design is job enrichment. This is the practice of enhancing individual jobs to make the responsibilities more rewarding and inspiring for the people who do them.
1.2 REVIEW OF LITERATURE
2.1 COMPANY PROFILE
3.1 OBJECTIVE OF THE STUDY
3.2 RESEARCH METHODOLOGY
3.3 RESEARCH DESIGN
3.4 SAMPLE SIZE
3.5 SAMPLING TECHNIQUE
3.6 SOURCES OF DATA
4.1 ANALYSIS OF THE DATA