Work Study is the systematic examination of the methods of carrying on activities so

as to improve the effective use of resources and to set up standards of performance of

the activities being carried out.
The basic work content is the irreducible minimum time theoretically required to
produce one unit of output.
Basic Procedure of Work Study

The most commonly used method study charts and diagram
A. CHARTS Indicating process SEQUENCE
Outline process chart
Flow process chart Worker type
Flow process chart Material type
Flow process chart Equipment type
Two-handed process chart
Procedure flowcharts
B. CHARTS Using a TIME SCALE
Multiple activity chart
Simo chart
C. DIAGRAMS Indicating MOVEMENT
Flow diagram
String diagram
Cyclegraph
Chronocyclegraph
Travel chart



Work measurement is the application of techniques designed to establish the time for
a qualified worker to carry out a task at a defined rate of working.



JOB ROTATION, JOB ENLARGEMENT, JOB ENRICHMENT
Job rotation
From Wikipedia, the free encyclopedia
Job rotation is a management technique
[1]
that assigns trainees to various structures and
departments over a period of a few years.
[2]
Surveys show that an increasing number of
companies are using job rotation to train employees. There are both positive and negative effects
involved with job rotation that need to be taken into consideration when a company makes the
decision to use
[3]
this technique.
Job rotation is also a control to detect errors and frauds. It reduces the risk of collusion between
individuals. Organizations dealing with sensitive information or system (e.g. bank) where there is
an opportunity for personal gain can benefit by job rotation. Job rotation also helps in business
continuity as multiple people are equally equipped to perform a job function. If an employee is not
available other can handle his/her position with similar efficiency.
[4]

For a full critical literature review of job rotation research, grey literature, and new evidence
based models of job rotation see Coyne, P. (2010) below.
Job Rotation is frequently used with new college graduates who are just entering the workforce.
Trainees gain perspective on various areas of the organization. This provides an opportunity to
work with higher management and different departments. Job rotation helps trainees to best
apply their:
knowledge
abilities
Interests
Positive Effects[edit]
There are different reasons a company may choose to use job rotation such as using job rotation
as a learning mechanism. Research suggests that there are significant benefits that may out
weigh the costs involved with training employees for diversified positions.
[5]
As a learning
mechanism, employees are given the opportunity to learn necessary skills which can help them
to advance within a company. This employment opportunity also has the effect of
boosting morale and self efficacy.
[6]
The company may benefit from using job rotation by having
the ability to staff key positions within a company. This practice may allow a company to run
more efficiently, and as a result, become more productive and profitable.
Job rotation can also be used to alleviate
[7]
the physical and mental stresses endured by
employees when working the same position, year after year. By allowing employees to rotate to
other positions, the risk factors for some types of musculoskeletal disorders may be
reduced.
[8]
Job Rotation is also believed to have the ability to decrease the amount
ofboredom and monotony
[9]
experienced by employees who work the same position for extended
periods of time.
[10]

Conclusion[edit]
In conclusion, when a company decides to use job rotation, it is a decision which needs to be
thoroughly evaluated based on the positive and negative aspects a company may face during the
utilization process. To aid decision making extensive modeling has been undertaken see Coyne,
P (2010) below

Job enlargement
Job enlargement means increasing the scope of a job through extending the range of its job
duties and responsibilities generally within the same level and periphery.

Job enrichment
From Wikipedia, the free encyclopedia

Job enrichment is an attempt to motivate employees by giving them the opportunity to use the
range of their abilities. It is an idea that was developed by the Americanpsychologist Frederick
Herzberg in the 1950s. It can be contrasted to job enlargement which simply increases the
number of tasks without changing the challenge. As such job enrichment has been described as
'vertical loading' of a job, while job enlargement is 'horizontal loading'. An enriched job should
ideally contain:
A range of tasks and challenges of varying difficulties (Physical or Mental)
A complete unit of work - a meaningful task
Feedback, encouragement and communication
Definition
Job enrichment is defined as a way to motivate employees by giving them more
responsibilities and variety in their jobs. The idea was first developed by American
psychologist Frederick Herzberg in the 1950s and states that a well enriched job should
contain a range of tasks and challenges of varying difficulties, meaningful tasks, and
feedback, encouragement, and communication. While money is one way to motivate
employees more and more workers want to be appreciated for the work they do. Allowing
employees to have more control over their work taps into their natural desire to succeed.