I have three suggestions for the overall progress of the organization and I  enclose herewith them for the  consideration of the management of RFS.

Greater proportion of employee job satisfaction depends on Job enlargement and considerable proportion of employee job satisfaction accounts for by other factors.

A job designtechnique in which the number of tasksassociated with a job is increased to add greater variety to activities, thus reducing monotony. Job enlargement is considered a horizontal restructuringmethod in that the job is enlarged by adding related tasks.It increases job scope; that is, it increases the number of different operations required in a job and the frequency with which the job cycle is repeated. By increasing the number of tasks an individual performs, job enlargement, increases the job scope, or job diversity.

Greater proportion of employee job satisfaction depends on job enrichment and considerable proportion of employee job satisfaction accounts for by other factors.

Job enrichment is vertical expansion of jobs. According to Hackman and Oldham, an enriched job organizes tasks to allow the worker to do a complete activity, increases the employee’s freedom and independence, increases responsibility and provides feedback. Herzberg has suggested the concept of job enrichment. The job should be designed to provide opportunity for achievement, recognition, responsibility, Advancement and growth.

Greater proportion of employee job satisfaction depends on Job rotation and considerable proportion of employee job satisfaction accounts for by other factors.

Job rotation is a job designtechnique in which employees are moved between two or more jobs in a planned manner. The objective is to expose the employees to different experiences and wider variety of skills to enhance job satisfaction and to cross-train them.

The benefits of job rotation are:

• Reduction of boredom and employee turnover.
• Better diversification and development of wide range of skills that helps building
• competent employees.
• Greater challenges in the job leading to variety of jobs.
• Increased flexibility of jobs providing scope for better job scheduling.
• Greater adaptability to change.
• Increased motivation and job satisfaction.

I will prepare a evaluation system for   employees  at RFS and  following  facts of employees  in the organization  will be collected and kept in a database  and  taken into consideration when assessment is carried out.

·         Age group

·         Sex

·         Marital Status

·         Educational Qualifications

·         Number of Years of Service

·         Employees’ loyalty to the organization

·         Employees’ confidence on the job and the work place

·         Employees’ trust on their superiors and organization

·         Employees’ pride in their working place

·         Utilization of employees’ skills

 

I forward the following facts for the kind consideration of  The Management  in order to  further expansion of RFS

 

·         Providing required training facilities for the employees.

·         Involvement of enjoyment and less fatigue in the job

·         Giving regular feedback to employees

·         Providing opportunities to employees for personal growth

·         Giving employees more autonomy and responsibility in the job

·         Giving the employees opportunity for learning freedom

·         Giving the employees opportunity for establishing relationships among personnel

·         Giving the employees opportunity for Freedom in decision making

·         Providing an opportunity to employees to be accountable for the job

·         Possibility of shifting one job to another periodically

·         Opportunities for Multi Skills developments

 

Efficiency and  productivity   is a vital requirement  for the smooth functioning and   the progress  of  the Company as a whole. Similarly there is a link between  human resource management and   the Company.

In order to keep  employees  satisfied, loyal and motivated  human resource strategies are a vital factor. Implementation of  such practices  are   very important aspect of  any organization as  it has strategies for   employee satisfaction, motivation  and  quality and professional services.

Objective of my concern    is to  find out   the job designing  procedure  and employee job satisfaction in the RFS,  contribution of job enlargement in job satisfaction,   enrichment, influence on job satisfaction,  contribution of rotation on employees and    enhancing   employee  satisfaction  on non financial incentives.

The role of the HR department  is changing rapidly. In the past, human resource  managers were often viewed as the systematizing, policing arm of executive management. Their role was more closely aligned with personnel and administration functions that were viewed by the organization as paperwork.

At present scenario has changed and when  consider that the initial Human Resources  function, in many companies comes out of the administration or finance department because hiring employees, paying employees, and dealing with benefits were the organization’s first Human resources  needs.

Successful organizations are becoming more adaptable, resilient, quick to change direction, and customer-centered.

The goal of Human Resources Department is to strengthen the employer-employee relationship. This goal is supported by  variety of functions throughout the organisation.

• Recruiting
• Hiring
• Training
• Organization Development
• Communication
• Performance Management
• Coaching
• Policy Recommendation
• Salary and Benefits
• Team Building
• Employee Relations
• Leadership

 

In today’s organizations, to guarantee their viability and ability to contribute, we have  to think of ourselves  as strategic partners. In this role, the HR department  contributes to the development  and the accomplishment of the organization-wide business plan and objectives.

We have to be tactical and  deeply knowledgeable about the design of work systems in which people succeed and contribute. This strategic partnership impacts HR services such as the design of work positions; hiring; reward, recognition and strategic pay; performance development and appraisal systems; career and succession planning; and employee development.

To be successful business partners, the Human Resource  staff members have to think like business people, know finance and accounting, and be accountable and responsible for cost reductions and the measurement of all HR programs and processes.

As an employee sponsor or advocate, the Human Resource  department  plays an integral role in organizational success about and advocacy of the employees. This advocacy includes expertise in how to create a work environment in which people will choose to be motivated, contributing, engaged, and happy.

Fostering effective methods of goal setting, communication and empowerment through responsibility, builds employee ownership of the organization. The Human Resource  department  helps establish the organizational culture and climate in which people have the competency, concern and commitment to serve customers well.

In this role, the HR department has to  provide employee development opportunities, employee assistance programs, gain sharing and profit-sharing strategies, organization development interventions, due process approaches to employee complaints and problem solving, and regularly schedule communication opportunities.

The constant evaluation of the effectiveness of the organization results in the need for the HR department  to frequently champion change. Both knowledge about and the ability to execute successful change strategies make the human resource  professional exceptionally valued.

The human resource  department  contributes to the organization by constantly assessing the effectiveness of the HR function and  sponsors and supports change in other departments and in work practices. To promote the overall success of the organization, the human resource  department has to identify  the organizational strategic plan: mission, vision, values, goals and action plans.

Any company survives  and thrives  because of capabilities and the performance  of its employees. This is the truth and  for even survival in today’s business world we we have to  motivate  existing employees.

Furthermore, it was found that job enlargement, job enrichment, job rotation and non financial incentives could also cause to enhance the utilization of employees’ skills, create enjoyment of wok life and ultimately create a high performed work environment.

Young employees possessing higher energy and when employees grow older their energy levels decrease. There is a connection between life satisfaction and job satisfaction. People who are satisfied with their life likely to be satisfied with their jobs. 

Findings of this work  to conclude that the satisfaction of RFS  employees  is associated with different factors of job satisfaction. Among those, job enlargement, job enrichment, job rotation and non financial incentives largely affect to improve the level of job satisfaction.  If these factors are improved or addressed positively, there will be a positive status of satisfaction on  employees and progress of the company can be assured.

 

The most important recommendation that can be made to RFS Management  is that very high attention should be paid to improve Job enrichment. All department  Managers  should be paid attention to find out how they can build up the Job enrichment by using most appropriates criteria.

Another recommendation is that the RFS  should pay more attention to improving relationships among personnel. Not only has its been identified as a key factor related to Job satisfaction, but it has also been identified as the key source of employee knowledge enhancements.

However, the other dimensions of Job enrichment such as autonomy and responsibility, opportunity for personal growth and Freedom in decision making  should not be neglected. Although relationships among personnel was identified as the factor most closely related to perceived job satisfaction, it should be remembered that other indicators too were identified as being significantly related.

Job re-engineering and Job rotation are also significantly related to job satisfaction. Thus, if the RFS  ignores them altogether, employee job satisfaction and  performance may be seriously affected

The entire formulated hypothesis have been accepted, it is necessary to improve employees performance through job satisfaction. Following are some suggestions given to improve employee’s performance.

9.1 Employees of RFS should be trained to adopt new technology and or develop their career.

9.2 RFS should evaluate employees’ performance. The feedback about the quality & quantity of performance will be provided to improve their performance.

9.3 RFS should provide unbiased promotion. That is promotion should be provided based on the qualification of employees and /or experience.

9.4 RFS  should implement equal employment opportunities. That is employees should not discriminate against female, and minority or old worker.

9.5. RFS should design working procedure including hours work, over time payment and hour’s payment.

9.6. Proper working environment should be designed. In that RFS  should provide adequate facilities to employees to do their works such as appropriate equipment, work breaks, and work sharing.

9.7. RFS  should design good grievance procedure, disciplinary procedure and separation procedure etc.