Abstract

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