© 2010 South-Western, a part of Cengage Learning.
![power point manajemen sumber daya manusia power point manajemen sumber daya manusia](https://0701.static.prezi.com/preview/v2/ogl343rpsu7vxvoueyvigfmntl6jc3sachvcdoaizecfr3dnitcq_3_0.png)
Job design theory that purports that three psychological states (experiencing meaningfulness of the work performed, responsibility for work outcomes, and knowledge of the results of the work performed) of a jobholder result in improved work performance, internal motivation, and lower absenteeism and turnover. All rights reservedħ Job Characteristics Job Characteristics Model (Hackman and Oldham) Increasing the level of difficulty and responsibility of the job Allowing employees to retain more authority and control over work outcomes Providing unit or individual job performance reports directly to employees Adding new tasks to the job that require training and growth Assigning individuals specific tasks, enabling them to use their particular competencies or skills © 2010 South-Western, a part of Cengage Learning.
![power point manajemen sumber daya manusia power point manajemen sumber daya manusia](https://slideplayer.info/slide/12129066/70/images/6/Pengertian+Manajemen+SDM.jpg)
Providing opportunities for achievement, recognition, growth, responsibility, and performance. Job Enrichment (Herzberg) Enhancing a job by adding more meaningful tasks and duties (vertical expansion) to make the work more rewarding or satisfying. 2 Job Design 5 Matakuliah : J0124 – Manajemen Sumber Daya Manusiaģ Learning Outcomes After studying this chapter, the students should be able to : Describe some job design concepts Describe the various factors that must be taken into account in designing a job 3 Bina Nusantara UniversityĤ Job Design Job Design Job Enrichment (Herzberg)Īn outgrowth of job analysis that improves jobs through technological and human considerations in order to enhance organization efficiency and employee job satisfaction.