When you do the same job day in and day out, it can become

mundane or boring. It may seem like you show up to work, go

through the motions and come back the next day to do it all
over again. Sometimes it's not the type of work that needs a
makeover but the tasks, responsibilities and roles that do. Job
redesign looks specifically at ways to expand an employee's
job by redesigning certain aspects relating to the scope and
depth of what it is that an employee does and is responsible for
at the organization. In doing so, the manager essentially
prevents an employee from losing motivation and interest in
their work. There are three ways a manager can redesign an
employee's job: job enrichment, job enlargement and job
rotation.
Job enrichment is a management concept that involves
redesigning jobs so that they're more challenging to the
employee and have less repetitive work.
To make this concept more usable, let's imagine you're a
company manager and want to increase the satisfaction
of your staff.
The purpose of job enrichment is to make the position
more satisfying to the employee. Overall goals for the
company often include increasing employee job
satisfaction, reducing turnover, and improving
productivity of employees.
 Job enlargement is a job redesign strategy that
increases only the task of a particular job. It does not
provide additional responsibilities or authority that Job
enrichment does.
It’s horizontal expansion, which leads to increase in
tasks at the same level as those in the current
position. After performing the same position for a
while, employees can get bored but usually salary
remains unchanged.
 Altering job function and duties and makes employees
much comfortable and adds to their satisfaction level.
Sometimes changing role or altering increase
performance level and also makes job interesting
because it includes all the structural elements of the job,
and their impacts on employee behavior and
performance.
The job responsibilities and tasks motivate them to work
harder and give their best output.

So, a HR manager can design their job roles so that

production can be increased and maximum Output can
be obtained keeping in mind qualities of each individual
in an organization.
 INTRODUCTION

An aluminum frame plant redesign a packing job to retain

an older worker who unable to keep pace with the
workload. Tasks required to lift heavy objects is assign to
other worker and the less physically demanding aspects
of his job were expanded .this change result in greater
productivity for the operation as a whole.
The plant manufactures aluminum product, such as
window, door, and truck frames. There are
approximately 300 worker employed in the plant .40 are
engage in nonproduction activities and about 15% of all
worker are women, half of which work in production
process.
Company also have pension plan which say 15 years of
service for retirement benefits at age 60.
 Adapt new skills
 Reduse boredom
 Receive appreciation
 Employee motivation
 Lack of training
 Increase workload
 Conflict with non participants
 Poor performance
 The company made the change smoothly and in a
short period of time. Overall output of the worker unit
increased slightly after the redesign. The packer
shippers benefited by having a ready supply of
materials while performing their packing work. The
older worker continued to work effectively for 3-4
years at their new job, retiring at the age of 60.