Online ISSN: 2515-8260

Keywords : job enrichment


EFFECTIVENESS OF THE IMPLEMENTATION OF JOB ENLARGEMENT AND JOB ENRICHMENT METHODS TO OVERCOME LIMITED NUMBER OF EMPLOYEES

Dewi Kurniawati; Nyoman Anita Damayanti

European Journal of Molecular & Clinical Medicine, 2020, Volume 7, Issue 5, Pages 262-269

Background:Professional governance is currently the biggest demand of the community. However, this is problematic because people still have to deal with limited numbers and unequal distribution of employees in one particular work unit. This is not to mention the designation of employees who are not compatible with the needs of each government organization. Workload analysis can be used to find out what positions employee shortages or employee overload have. Recruitment can be arranged to resolve the problem of employee shortages. However, if an organization has not been able to increase the number of its employees shortly, then a possible alternative is to rearrange job designation by implementing job enlargement and job enrichment. Purpose:This study aims to find out the effectiveness of policies in overcoming the limited number of employees. Methods:This was a descriptive study that aimed to see the effectiveness of the variables studied using descriptive analysis of the results of employee performance appraisal before and after job enlargement and job enrichment implemented. Results:Job enlargement and job enrichment are fairly effective to carry out as an alternative in overcoming the limited number of employees. Conclusion:This is concluded from the absence of a decrease in the results of employee performance appraisal. Some of them even increased despite the addition of responsibilities.

Application of job enrichment and collaboration between health and non-health practitioners in human resource planning

Mamik Hidayah; Ratna Dwi Wulandari

European Journal of Molecular & Clinical Medicine, 2020, Volume 7, Issue 5, Pages 377-382

Background: Human Resource Planning is the process of analyzing and drafting the concept of Human Resource Management in an organization. The identification between the necessities and the number of available personnel is required in Human Resource Planning. In the Health Office of Tulungagung District, the calculation results exhibit a significant gap between the necessities and the available personnel. From the calculation through the Renbutnakes application, there are 358 staff shortages for all types of health workers. Aims: This study aims to analyze the type and number of health and non-health workers calculated based on the number of services performed, population and distribution, work area characteristics and coverage, availability of other first-level health facilities in the work area, and working time division. Methods: This study employed a cross-sectional approach and secondary data in the form of the existing profile reports. Results: It was found that to meet this gap, job design was required to be made. The job design concept deemed suitable to be applied in the Health Office of Tulungagung District was job enrichment, in which the existing health workers were assigned an additional task vertically. This way, the activities at the community health center and the Health Office could run smoothly. In addition to job enrichment, interprofessional collaboration was also applied, namely collaboration among the health workers to improve service quality. The health workers recruitment was complicated since several things must be considered, including the position formation and the government policies. Conclusion: From the identification results, it is discovered that there is a significant gap between the necessities and the available workers in the job enrichment policy and interprofessional collaboration

EFFECTIVENESS OF THE IMPLEMENTATION OF JOB ENLARGEMENT AND JOB ENRICHMENT METHODS TO OVERCOME LIMITED NUMBER OF EMPLOYEES.

Dewi Kurniawati; Nyoman Anita Damayanti

European Journal of Molecular & Clinical Medicine, 2020, Volume 7, Issue 5, Pages 459-466

Background:Professional governance is currently the biggest demand of the community. However, this is problematic because people still have to deal with limited numbers and unequal distribution of employees in one particular work unit. This is not to mention the designation of employees who are not compatible with the needs of each government organization. Workload analysis can be used to find out what positions employee shortages or employee overload have. Recruitment can be arranged to resolve the problem of employee shortages. However, if an organization has not been able to increase the number of its employees shortly, then a possible alternative is to rearrange job designation by implementing job enlargement and job enrichment. Purpose:This study aims to find out the effectiveness of policies in overcoming the limited number of employees. Methods:This was a descriptive study that aimed to see the effectiveness of the variables studied using descriptive analysis of the results of employee performance appraisal before and after job enlargement and job enrichment implemented. Results:Job enlargement and job enrichment are fairly effective to carry out as an alternative in overcoming the limited number of employees. Conclusion:This is concluded from the absence of a decrease in the results of employee performance appraisal. Some of them even increased despite the addition of responsibilities

Application of job enrichment and collaboration between health and non-health practitioners in human resource planning.

Mamik Hidayah; Ratna Dwi Wulandari

European Journal of Molecular & Clinical Medicine, 2020, Volume 7, Issue 5, Pages 587-592

Background: Human Resource Planning is the process of analyzing and drafting the concept of Human Resource Management in an organization. The identification between the necessities and the number of available personnel is required in Human Resource Planning. In the Health Office of Tulungagung District, the calculation results exhibit a significant gap between the necessities and the available personnel. From the calculation through the Renbutnakes application, there are 358 staff shortages for all types of health workers. Aims: This study aims to analyze the type and number of health and non-health workers calculated based on the number of services performed, population and distribution, work area characteristics and coverage, availability of other first-level health facilities in the work area, and working time division. Methods: This study employed a cross-sectional approach and secondary data in the form of the existing profile reports. Results: It was found that to meet this gap, job design was required to be made. The job design concept deemed suitable to be applied in the Health Office of Tulungagung District was job enrichment, in which the existing health workers were assigned an additional task vertically. This way, the activities at the community health center and the Health Office could run smoothly. In addition to job enrichment, interprofessional collaboration was also applied, namely collaboration among the health workers to improve service quality. The health workers recruitment was complicated since several things must be considered, including the position formation and the government policies. Conclusion: From the identification results, it is discovered that there is a significant gap between the necessities and the available workers in the job enrichment policy and interprofessional collaboration