Optimising-Talent-Strategic-Selection-Motivation-and-the-Oldham-Model.pptx

The Hackman and Oldham Job Characteristics Model explains how job design affects motivation, proposing that core job characteristics (skill variety, task identity, task significance, autonomy, and feedback) lead to desirable psychological states (meaningfulness, responsibility, and knowledge of results), which in turn drive positive personal outcomes.

1. NADAR SARASWATHI COLLEGE OF ARTS & SCIENCE Submitted by G.Keerthika II M.Sc (cs) Organizational behaviour best method of Staff Selection motivation The Oldham

2. Optimising Talent: Strategic Selection, Motivation, and the Oldham Model This presentation delves into the critical interplay of strategic staff selection, employee motivation, and the powerful insights of the Oldham Model. We will explore how these elements, when harmonised, drive organisational excellence and foster a thriving workplace.

3. Organisational Behaviour: The Bedrock of Sustained Success Organisational Behaviour (OB) is the study of how individuals, groups, and structure affect behaviour within organisations. Understanding OB is paramount for Indian businesses to navigate complexities, foster a positive work environment, and achieve long-term success. It provides the framework for effective leadership, team dynamics, and conflict resolution. Enhanced Team Cohesion Fosters better collaboration and synergy within teams. Improved Productivity Leads to more efficient and effective work output. Higher Employee Retention Reduces turnover by creating a supportive workplace.

4. Building Blocks: Strategic Staff Selection for India Inc. Strategic staff selection goes beyond filling vacancies; it's about identifying and attracting individuals whose skills, values, and aspirations align with the organisation's long-term vision. For the dynamic Indian market, this means considering cultural fit, adaptability, and potential for growth. A robust selection process not only ensures the right talent enters the organisation but also significantly impacts employee engagement and retention from day one.

5. Beyond the Resume: Contemporary Selection Best Practices Competency-Based Interviews Assessing past behaviours to predict future performance, focusing on relevant skills and attitudes. Psychometric Assessments Utilising tools to measure personality, aptitude, and cognitive abilities for a holistic view. Assessment Centres Simulating real-world work scenarios to observe candidates' problem-solving and team-working skills. Cultural Fit Evaluation Ensuring candidates' values align with the organisational culture, crucial for long-term success.

6. Fuelling Performance: Unlocking Employee Motivation in the Workplace "Motivation is the art of getting people to do what you want them to do because they want to do it." - Dwight D. Eisenhower Employee motivation is the driving force behind productivity, innovation, and overall organisational success. Understanding what motivates employees is key to creating an environment where individuals thrive and contribute their best. In India, factors like recognition, career progression, and work-life balance play significant roles.

7. The Oldham Connection: Demystifying the Job Characteristics Model (JCM) The Job Characteristics Model (JCM), developed by Hackman and Oldham, is a pivotal framework for understanding how job design impacts employee motivation, satisfaction, and performance. It posits that certain core job dimensions lead to critical psychological states, which in turn lead to positive outcomes. It offers a systematic approach to redesigning jobs to make them more intrinsically motivating.

8. Crafting Engaging Roles: Hackman & Oldham's Five Core Job Dimensions Skill Variety Requires different skills and talents. 1 Task Identity Completing a whole, identifiable piece of work. 2 Task Significance Impact on others' lives/work. 3 Autonomy Freedom and discretion in scheduling and procedures. 4 Feedback Direct information about performance effectiveness. 5 These five dimensions are the levers organisations can pull to enhance the motivating potential of jobs.

9. From Job Design to Job Satisfaction: Understanding JCM's Psychological Impact Core Job Dimensions Lead To: Skill Variety Task Identity Task Significance Autonomy Feedback Critical Psychological States: Experienced Meaningfulness of the Work Experienced Responsibility for Outcomes of the Work Knowledge of the Actual Results of the Work Activities These psychological states, when experienced, result in high internal work motivation, high-quality work performance, high satisfaction with the work, and low absenteeism and turnover.

10. Practical Steps: Implementing JCM for Enhanced Employee Motivation 01 Job Rotation Periodically shifting employees between tasks to increase skill variety. 02 Job Enlargement Increasing the number and variety of tasks performed by an employee. 03 Job Enrichment Giving employees more autonomy and responsibility over their work, and providing direct feedback. 04 Forming Natural Work Units Creating teams responsible for a whole piece of work to enhance task identity and significance. 05 Establishing Client Relationships Allowing employees to interact directly with clients for enhanced feedback and significance.

11. Synergy for Success: Integrating Selection and Job Design for Organisational Excellence The ultimate success for any organisation lies in the seamless integration of strategic staff selection and thoughtful job design. By hiring individuals who are not only skilled but also intrinsically motivated by the nature of their work, companies can build a highly engaged and productive workforce. This holistic approach ensures that talent is not just acquired, but also nurtured and retained, leading to sustained organisational excellence.

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