ABSTRACT

This research evaluates the impact of job enrichment and job enlargement on employee motivation. Job
enrichment and job enlargement are the steps used to make the employees feeling that the organization is actually
owning them, and that thing boost their performance on the job. This has a direct impact on their satisfaction level
in the organization while performing their duties. That thing ultimately increases the level of performance of the
employees on the job. It is recognized that employees’ performance can be enhanced by increasing their
satisfaction level. And the satisfaction level can be enhanced by enriching and enlarging their jobs in the
organization. Human Resource is an important department in any organization that deals with the most important
asset of any company and makes sure that an employee is satisfied with the job. Every firm has some Human
resource Policies gives the rules or guidelines that governs the relationship between employees and employer.
Every firm which does not have a clear set of HR policies is at a disadvantage since human resource policies,
whether written or verbal, are a part of an employment contract between the employee and the company. This
paper explains how effective HR policies assists in achieving job satisfaction in a Fire Engineering (Consultancy)
Company.

Keywords – Job enrichment, Job enlargement, Human Resource Policies, Fire Engineering , Employee
Motivation.

1.1 INTRODUCTION:
In today’s world due to globalisation organisations has grown and created opportunities and also challenges for
the firms which are multinational as well as for the local firms but the production cost is increasing at a regular
basis due to many factors because of which organisations are forced to minimise their cost and here organisations
rather than hiring new employees they shift any extra burden of work to the employees who are already existing
by enlarging their jobs.

“Job Enlargement can be defined as the horizontal expansion of a job. It involves the addition of tasks at the same
level of skill and responsibility. It is done to keep workers from getting bored. It is another method of job design
when any organisation wishes to adopt proper job design it can opt for job enlargement. Job enlargement involves
combining various activities at the same level in the organisation and adding them to the existing job. It increases
the scope of the job. It is also called the Horizontal expansion of job activities.”
Every employee in an organisation need at least a incentives which can motivate him to work and commit for the
organisation, Job enrichment adds a feeling of satisfaction derived from work itself.
Jobs which are structured make employees feel more human than mere unit of production. It happens when an
employer by intensification and development, provides an employer with added work, so to make the job more
meaningful, interesting, and increasing job responsibilities as well as challenges. Job enrichment is a “vertical”
enlargement, which gives the employee with tasks and responsibilities which are to be done by a senior employees
or supervisor, and mostly goes with freedom control on execution, planning, and evaluation of provided tasks.
According to Herzberg, “A few motivators are added to a job to make it more rewarding, challenging and
interesting. According to him, these factors which are in anyway motivating enhance the job and improve
performance.”
Every organisation needs to find a balance between job enrichment and job enlargement to enrich the work
experience and infuse motivation inside the minds the employees for the proper growth of employees as well as
the organisation.

RESEARCH METHODOLOGY:
Research which common means search for knowledge.
RESEARCH DESIGN- A research design is the arrangement of conditions for collection and analysis of data
in a manner that aims to combine relevance to the research purpose with economy in procedure. In fact, the
research design is the conceptual structure within which research is conducted. This research was descriptive
in nature.
DESCRIPTIVE RESEARCH: The research undertaken is a descriptive research as it was concerned with specific
predictions, with narration of facts and characteristics concerning net banking service provided by HDFC
Bank.
SAMPLING DESIGN-The following factors have been decided within the scope of sample design:
Universe of study: Universe of study means everyone who are the employee of Disaster management
consultancies in the world.
Theoretical: It takes under all the people who are the employee of Disaster management consultancies in the
world.
Accessible: It takes under all the people who are the employee of Disaster management consultancies in the world
who are within our reach.
• Sample Size: A sample of minimum respondents was selected from disaster management consultancies
in Delhi/NCR. An effort was made to select respondents evenly. The survey was carried out on
respondents.

• Sample Unit: In this project sampling unit were the one who are working in a Disaster management consultancy.
• Sampling Technique: For the research to be convenient sampling technique was used.

• Sampling Frame: Under this various sources were taken from where the information about the respondent is
extracted. Mainly links which are personal and are employees of any disaster managing organisation.

DATA COLLECTION AND ANALYSIS

DATA COLLECTION
There were majorly two types of data sources used in this research. These were

• Secondary data: The data collected and already been use or published information like journals, diaries, books,
etc. is called secondary data. In this research project, secondary source used were various journals, and
website of various online journals.

• Primary data: The data collected only for the first time and has never been used before. The data can be
collected through interviews, observations and questionnaires. In this project, an appropriate questionnaire
was designed which was filled by the employees of any disaster management organisation to know their
opinions related to their organisation, work environment, satisfaction etc.
DATA ANALYSIS

• Tools of Presentation:It takes under all tools which are used to present the data in a meaningful way so that it
becomes easily understandable. In this research tables and graphs were used for presenting the data.

HUMAN RESOURCE POLICIES:

Today, businesses have already started to pay more attention to human resources policies and applications in order
to achieve a sustainable competitive advantage and high performance in business operations (Vardaleir , 2016) .
The human resources management concept has emerged from the idea of using human capital reasonably and
efficiently. Human Resource Policies can be defined as a set of rules or a body of principles that govern the
relationship between the employee and employer. These Human Resources Policies and Procedures outline
employee benefits, employee responsibilities, and employment procedures for the work place. 1

1
http://www.yourarticlelibrary.com/human-resource-development/hr-policies/hr-policies/99702 ( Last accessed on 30/01/20)
Normally there is no formal organization can exist and function well without formal rules in managing people.
Also, there are other guidelines which used in an organization to guide employees like; circulars codes of ethics
and conduct and standing orders for managing people which attached or embodied in organization vision and
mission or in strategic plan of an organization. They are doing that for the purpose of maintaining job discipline
and ensure organization future. Many observers have pointed out that even the best policies will falter if the
business owners or managers who are charged with administering those policies are careless or incompetent in
doing so. But for those businesses that are able to administer their HR policies in an intelligent and consistent
manner, benefits can accrue in several areas:2

 Communication with employees. A well written and thoughtfully presented human resource policy manual
can establish the tone that a new businessperson wishes to maintain within his or her business. Such a
policy also serves to disseminating information about what employees may expect from the company as
well as what the employer expects from the employees regarding work performance and behavior while
on the job.
 Communication with managers and supervisors: Formal policies can be helpful to managers and other
supervisory personnel faced with hiring, promotion, and reward decisions concerning people who work
under them.
 Time Savings: Prudent and comprehensive human resource management policies can save companies
significant amounts of management time that can then be spent on other business activities, such as new
product development, competitive analysis, marketing campaigns, etc.
 Curbing litigation. Members of the legal and business communities agree that organizations can do a lot
to cut off legal threats from disgruntled current or ex-employees simply by creating--and applying--a fair
and comprehensive set of personnel policies.

HUMAN RESOURCE POLICIES IN DISASTER MANAGEMENT (FIRE) CONSULTANCY:

The growth and continued health of fire service organizations depends on the continuous reevaluation of the
needs and potential of the most complicated asset a fire department manages: its human personnel pool. Whether
or not a formal portion of the organization is assigned this duty, it is a part of every fire department. Human
resources (HR) is the common name for the area of interactions that deals with everything involving personnel,
from hiring and dismissals to promotional issues as well as interpersonal conflicts that range from seniority to
harassment in the workplace 3

Fire services usually integrate human resource components such as constant professional trainings, career
development/ career ladders, higher ranks, rewarding, employment security, interesting job, love towards the

2
https://www.inc.com/encyclopedia/human-resource-policies.html (Last accessed on 29/01/20)
3
https://www.fireengineering.com/2016/05/02/245955/human-resources-another-fire-service-administrators-tool/#gref (Last
accessed on 30/01/20)
uniform, into their business model; however, these components are often stand-alone and not integrated
into the larger organizational goals. Today's fire services need strong and effective leadership (Nikolic, Vesna
& Petkovic, Aleksandra, 2015).

There are various factors that the HR Manager needs to keep in mind while formulating policies and guidelines
in order to make sure that the employees are satisfied with their jobs:

Retention: The HR Policies and guideline should be framed in a way to retain the employees of the firm. The
failure to retain key staff can create high costs of searching for new candidates for the vacant position and
considerable waste of time. Some of the tactics how to retain employees can involve:

 fostering and investing into employee professional development,

 promotion to higher ranked positions,
 promotion to higher ranked positions
 using incentives to keep workers motivated,
 rewards, recognitions and appraisal for a well performed job.

Motivation: There are many reasons for lack of motivation among employees of a company, some of them are
incompetent leadership, time demand of fire company, firefighting events etc. Saving lives of people is not
enough motivation for such employees (Beebe, 2014), HR managers need to understand what truly motivates
them. To maintain a positive work environment, some of the techniques/incentives used by HR managers are: 4

 special awards for dedication, special merits, the development of the fire service,
 recognition and praise,
 financial incentives,
 promotional opportunities,
 award dinners and travels,
 social activities such as firefighting competition that raise the competitive spirit, morale and general
health and fitness.

Training: Training program, be it fire engineering or firefighting, is very crucial at all the levels. To be a
firefighter a whole different skill set is required including stamina, endurance, strength, motor skills, technical
problem solving etc. The following training techniques may help in overcoming lack of education in HR field:

 Decision-making techniques (group decision-making),

4
Schmidt, B.: Understanding what motivates our firefighters, Available from http://www.firerescue1.com/cod-company-
officer-development/articles/311424, Accessed on 30/1/20)
  Developing excellent communication skills (with civilians, fellow employees and management),
 Stress management (relief from anxiety /fear, stress,
 Team-building techniques,
 Problem solving skills and critical thinking. (Kramer,2002)

Proion Consultants :-

EVOLUTION

Proion Consultants is Consultancy firm specializing Consulting Firm specializing in providing consultancy
of Building Services - Mechanical, Electrical, Plumbing (MEP) and Fire and Life Safety (FLS) Services.
Our scope also includes Low Voltage, Security and Elevators Design and Planning. Proion was established
in 2013 jointly by Sandeep & Shruti Goel. We are a Team of well qualified engineers, designers and staff fully
equipped to offer and deliver Building Engineering Consulting Services for Large, Tall and Iconic Projects. At
Proion, our corner stone towards our Projects and Clients is Commitment and Design Excellence. We also
passionately believe and practice towards contributing to the betterment of Codes and Knowledge sharing from
our Local and Global experience to our Society, our Clients and our Colleagues. In October 2017, Proion moved
into their self-owned premises at Sukhdev Vihar of 2,500 square feet area. Our Office has applied and is
aspiring towards USGBC Ver 4.0 CI - LEED Certification. After 6 years of providing Quality Consulting
Services and having Indian and Global Companies as part of our Patrons, Proion took its next leap towards having
our establishment reincarnation as Proion Consultants Private Limited (PCPL) in April 2019. Generally when
people start a small firm they start in house or a room, but they started in a rented apartment of 1000sq Ft. . But
the evolution of this firm is very overwhelming like in seven years they have touched heights that generally people
are not able to achieve. They work on projects that save the environment in million ways, ENERGY
CONSERVATION , WATER CONSERVATION , FIRE AND LIFE SAFETY .

HR POLICIES at PROION

Every company usually have different types of HR Policies for motivating the employees, so they are satisfied
and not feel burdened. And they are able to achieve organizational goals with personal goals as well. The HR
Policies are designed in such a manner that they will provide all type of benefits to an employee, so he doesn’t
feel insecure about the job, neglected and burdened with the work. So, here are some HR Policies which are
employed by Proion Consultants: -
 They generally don’t reject leaves or holidays that their employees are willing to take. This benefits in a way
that the employees don’t become manipulative about things and there working inclination towards the firm
increases.
 Every year they give a decent increment to their employees, as in these fire consultancies the delays in
payments are very frequent. So, employees are comparatively contented and satisfied. An because of
increment in salary rate of retention of employees is also high.
 This company believes in education has no age bar, so there are many seminars, webinars and additional
learning and training sessions conducted all over the world, and the employees get a golden opportunity to
attend these learning sessions and increase their ocean of knowledge in the said field.
 Then as they have such satisfying HR Policies framed for their employees that the employees if are on
holidays, they take initiative of their deliverables of work and submit on time, so there is no delay of work on
their part.
 The company does not burden employees with extra working hours (overtime).

JOB SATISFACTION

As to evaluate the job satisfaction level of employees in Disaster Management Industry, we formed a questionnaire
to analyze the a) Job Retention rate b) Job Absenteeism rate c) Job Performance rate. So the findings of job
satisfaction is: -

Q1) How long you have been part of this organization?

This pie chart shows that there are many people who have been a part of this organization for a long time. They
have been in this organization for atleast 3 years. Hence, rate of retention of employee of this organization is high,
the firm is able to retain its employees. Means employees are satisfied.

Q2) How do you find your job profile?

This pie chart shows many employees in the organization find their job profile interesting and they are contented
by the work offered by the company. As its very important and on one the duties of the HR by placing right person
at the right place and giving them the right job profile. So this adds up to the high rate of performance of employee
that the firm carries.

Q3) Which of the following factors which motivates you the most to achieve goals?

This pie chart shows the factors which motivate the employee to achieve the goals of the firm as well as the
personal goals. So in this organization the most motivating factor is salary increment, in every firm this is the
motivating only for a employee to work but , apart from that Recognition is one of the other most important factors
motivating an employee . People demand recognition for good work which boosts the moral of the employee to
work better.

Q4) How far are you satisfied with the incentives provided by the organization?
This pie chart shows the satisfaction level of the employees in getting incentives by the organization. Generally,
employees feel secure and contented in getting incentives form the firm. They develop sense of belongingness
towards the firm and becomes inclined to work better. Further level of performance increases and reduces rate of
absenteeism.

Q5) Apart from your job profile, do you get any extra tasks and responsibilities to perform?

This pie chart rate of burden which the employee feels when apart from his job profile he has been given extra
tasks and responsibilities to work upon. As it’s a small startup started 7 years back, has less number of employees.

Q6) If YES by doing extra tasks and undertaking responsibilities are you able to achieve organizations goals in
a right manner?
This pie chart shows that by undertaking extra tasks and responsibilities they are able to achieve organizational
goals or not. The employees are able to achieve the goals of the organization by taking extra tasks and
responsibilities. It means that the performance of employees is excellent, and all are able to work under pressure.

Q7) Does the job provide opportunity for personal growth?

This pie chart shows that the company provide opportunity for personal growth as well. As stated in HR Policies
the firm understands the importance of learning and educating their employees about new techniques of providing
fire services and using new instruments for the same. For personal growth they send their employees to attend
webinars, seminars and training sessions also.

CONCLUSION

Job enrichment is a management concept that involves redesigning jobs so that they are more challenging to the
employee and have less repetitive work whereas job Enlargement Means Job Enlargement is the horizontal
expansion of a job. It involves the addition of tasks at the same level of skill and responsibility. It is done to keep
workers from getting bored. It is different than job enrichment. Examples: Small companies may not have as
many opportunities for promotions, so they try to motivate employees through job enlargement. These have a
direct impact on job satisfaction level in the organization while performing by the employees.

Every firm has their own set of HR policies for job satisfaction. These polies are very necessary in today’s dynamic
organization for the development of individuals and their level of satisfaction with the job. If an organization does
not have a unified HR policy, this might act as a disadvantage for them.

Just like any other organization, Proion also has a well-defined set of HR policies which through this research is
well proved that all the employee in this particular organization is well satisfied with their job. They are well
recognized by their employer. An individual can easily say that the organization is having good HR policy, all the
employees have retained in the firm for more than 3 years, they are all having personal growth in the organization.
The organization aims at the development of the personality and the personal growth of the employee as well, it
is not only limited to the growth of the organization. The best way to motivate an employee or to get satisfaction
out of the job they are doing, they need well pay off. These pay off should not be only limited to regular monthly
pay but incentives as well. The best way to motivate the employees and the best means the major proportion of
employees get motivated is salary increment. Through our research it is well to say that despite the fact that in
this particular industry the deliverables are delayed but the employees are given regular salary and increments.

Questions

References:

1. Kramer,W.: Human Resource Management, In D. Compton & J. Granito (Eds.), Managing Fire and
Rescue Services , ICMA, Washington, DC, (2002), pp. 139-165
2. Vardarlier, Pelin. (2016). Strategic Approach to Human Resources Management During Crisis. Procedia
- Social and Behavioral Sciences. 235. 463-472. 10.1016/j.sbspro.2016.11.057.
3. Nikolic, Vesna & Petkovic, Aleksandra. (2015). Human resource challenges in Fire Services.
4. Beebe, D.: Human Resource Management: Best Practices for Special Fire Districts, Mountain View Fire
Protection District Longmont, Colorado, (2009).