Workplace motivation can be implemented through external (compensation) and internal factors as well. This article focuses on internal factors by analyzing the Workplace Characteristics Model (JCM), which is one of the tasks of job creation. First, the relationship between JCM and motivation must be discussed. Next, HR work is analyzed according to JCM dimensions, suggestions on how to enrich the work.
Designing Work as a Motivator
Motivating at the workplace. Approaches to job creation, such as JCM, based on the indirect impact of employee motivation. The JCM, introduced by Hackman and Oldham in 1976, consists of five dimensions: skill science, task identity, task reporting, autonomy and feedback. The level of each dimension can lead to every critical psychological state. Psychological status affects the level of personal work and outcome, which includes the level of internal workplace motivation.
Human Resources Work and JCM
HR work is analyzed below using the five major dimensions of JCM. Skills are the degree to which work requires a wide range of activities and requires different skills. HR officers must carry out a number of activities: training, compensation, employee benefits and employment. That is why it is a high level of qualification. Interpersonal and good student ability is the key to employment and solving employee grievances. It also needs critical thinking to analyze the training needs.
Identity of task is the extent to which work requires complete and identifiable work. The HR task is a great deal in the task, as it provides an opportunity to complete a wide range of activities.
The significance of this task is the need for the lives or work of other people. HR work is largely because it directly affects employee working time. HR officers must motivate people to work and create a balance between work and private life in order to achieve the best possible performance.
Autonomy is the measure of freedom to determine the individual's work and working methods. Many HR managers will stay in their headquarters. And they barely visit the plant. For this reason, HR officers working on the plant have a high degree of autonomy in planning HR activities and achieving HR policy goals.
Feedback is the measure that a person as a result of work A receives direct and clear information about performance performance. Employees only give feedback to the HR department if they suspect problems arise because many people are reluctant to talk to HR. Some workers may come back with such unacceptable behavior that can reduce the work of HR officers.
Creating Greater Motivation by Enriching Your Work
Therefore, HR work seems to be high in all dimensions except for JCM. HR work itself can motivate HR officers sufficiently, but not very high, as they often do not get feedback from those they work for.
To improve the level of feedback, jobs must be enriched with recalculation. A measure to increase the level of feedback is the creation of a customer relationship (customers' customers in this case) and the opening of the feedback channel. Relationship with colleagues is very important. HR officers need employees to be comfortable during the conversation and be proactive to look for employees in their feedback. Employees then recognize HR officers are friendly. Therefore they are always willing to give feedback. Problems can be solved earlier. In addition, different feedback channels are required. Employees who feel uncomfortable during a conversation with HR can give feedback and place a proposal box. In addition, employee satisfaction surveys must always be launched in order to receive feedback after each HR activity has been implemented.
JCM is an approach that targets employee motivation. Five dimensions affect critical psychological conditions and lead to motivation. During HR work, all levels of the dimension, except for feedback, are high enough because employees often do not give feedback until problems occur. This can be improved if employees are able to talk comfortably and HR officers need to always have access to them to get their food.
Source by Punlapat Chareonvan