Job enrichment, as we all know, is nothing but the process of giving employees a wider and higher level of scope of responsibility along with increased decision-making authority.
Now the point in question is that we all know job enrichment is considered as one of the effective tools for employee retention. But the question is should every employee receive job enrichment? What are the parameters he must stand correctly on to receive job enrichment? If a wrong person is "job enriched," won't it be hazardous for the company?
From India, Khopoli
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6Now the point in question is that we all know job enrichment is considered as one of the effective tools for employee retention. But the question is should every employee receive job enrichment? What are the parameters he must stand correctly on to receive job enrichment? If a wrong person is "job enriched," won't it be hazardous for the company?
From India, Khopoli
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Hi,
I believe the basis for this should be the performance appraisals at your organization. Performance appraisals should serve as the foundation for creating development plans for individuals whom you consider to be future leaders in the organization. These individuals should be provided with specific development plans, which should include job enrichment, to prepare them for taking on more responsible positions within the organization.
Hope this helps.
Sherine
From India, Bangalore
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I believe the basis for this should be the performance appraisals at your organization. Performance appraisals should serve as the foundation for creating development plans for individuals whom you consider to be future leaders in the organization. These individuals should be provided with specific development plans, which should include job enrichment, to prepare them for taking on more responsible positions within the organization.
Hope this helps.
Sherine
From India, Bangalore
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Hi,
I believe PA is just one of the data sources from which Job Enrichment can be implemented. The real need for Job Enrichment arises in terms of:
1. Defined Career Path for all/critical roles
2. Succession Planning for Top/Leadership Management/Critical roles
3. Mentoring Sessions
4. Coaching Exercises
Cheers,
K
From India, Madras
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I believe PA is just one of the data sources from which Job Enrichment can be implemented. The real need for Job Enrichment arises in terms of:
1. Defined Career Path for all/critical roles
2. Succession Planning for Top/Leadership Management/Critical roles
3. Mentoring Sessions
4. Coaching Exercises
Cheers,
K
From India, Madras
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Employee Performance.pdf
Performance Development Plan.doc