JOB DESIGN FOR HUMAN RESOURCE MANAGEMENT - HUMAN RESOURCE MANAGEMENT - Essay

1941 words - 8 pages

JOB DESIGN
Over the years, job design has been gaining critical importance in the workplace as well as considered a fundamental HRM activity since it encourages employee motivation and engagement (Foss et al. 2009). Traditionally, job design focused more on the job itself rather than the individual assigned to perform the work, despite the fact that job design has motivational consequences (Hsieh & Chao 2004; Shantz et al. 2013). According to Kramar et al. (2014), job design or redesign refers to changing the way work is performed or changing tasks in an existing job with the aim of improving employee engagement, increasing job quality and productivity.
Companies may adopt various methods of job design but the ultimate result is to increase employee satisfaction and performance. Therefore, many new human resource practices are being developed rather than standardized production methods such as employee engagement programs through job rotation, job enlargement and job enrichment (Maxwell 2008) to increase employee productivity and morale in the workplace. The aim of this essay is to address one of the special incidents regarding job design program and discuss how the team approached the problem and it further moves on to explain and apply relevant works of literature supporting the decision as well as its HR implications.
The special incident in quarter 2 was based on job design where the primary objective was to come up with a possible solution in job design from a list of seven options provided. The company was facing numerous complaints from its employees that their jobs were repetitive, limited social interaction, forced pacing of work and no efforts made to improve their jobs. Therefore, as a team of HR professionals, we looked at these issues as well as the options available and re-designed the job to address these frustrations and motivate the employees to perform better.
According to Kramar (2014), a significant input in the process of job design is to consider the strategic goals of the organization as well as the cultural values within the organization and one that will engage employees. Hence, all the options available were taken into consideration and evaluated based on their pros and cons. For instance, few of the options included flexible work arrangements, telecommuting, part-time and job rotation, enlargement, and enrichment. Among these options, the team came to a consensus and agreed on job rotation, enlargement and enrichment as it is a well-known fact that such practices are related to skill acquisition, motivation, and growth of employees. Moreover, Maxwell (2008) argues that job rotation, enlargement, and enrichment are the methods that must be used while redesigning jobs as it contributes to an environment where employees feel that their job is rewarding and meaningful. While on the other hand, solutions such as flexibility, telecommuting and part-time do bring opportunities for employees and organizations, the changes...

More like JOB DESIGN FOR HUMAN RESOURCE MANAGEMENT - HUMAN RESOURCE MANAGEMENT - Essay

Job Analysis: Assistant Of Human Resource Manager, Includes Skills, Duties, Knowledge And Ablities - MSU - Assignment

607 words - 3 pages ... assessment, meeting quality standards for services, and evaluation of customer satisfaction. · Mathematics — Knowledge of arithmetic, algebra, geometry, calculus, statistics, and their applications. · Technology Skills · Human resources software — the Human resource management software HRMS · Document management software — Atlas Business Solutions Staff Files; Microsoft Office SharePoint Server MOSS; PDF readers. ...

Human Resource Management VS Organisational Change

5213 words - 21 pages ... , Human Resource Management: A Managerial Perspective, second edition, Thomson Learning, LondonDaft, R. L. 2004, Organization Theory and Design, South-Western, CincinnatiDaft, R. L. 2007, Understanding the theory and design of organizations, Ohio: Thomson, OhioDreher, G. F. and Dougherty, T. W. 2001, Human Resource Strategy: A Behavioural Perspective for The General Manager, McGraw-Hill, New YorkGilley, A. M. 2005, The Manager as Change Leader ...

STRATEGIC AND INTERNATIONAL HUMAN RESOURCE MANAGEMENT - UNISA - ASSIGNMENT

2382 words - 10 pages ... programme Hampton chose an effective mechanism for implementing its HR strategy? 1.2.1 Below is the Hampton’s HR strategy · Career development and training · Performance management was reviewed on a daily basis · Job description is enriched · 1.2.2 Below is the HR Programme · Payroll processing company · Workers compensation · Employee benefits · Human resource consulting · Human resource regulatory compliance · Human Resource Training 1.2.3 Reason ...

Adidas HR Strategy - Overview Of HR Strategy At Adidas - Human Resource Management - Essay

1349 words - 6 pages ... Strategy of managing human resource refers to the how ADIDAS treat and manage the employees. With the strategies ADIDAS able to maintain the loyal of employees to the ADIDAS and the willingness of employees to do the hard job in order to enhance the productivity of the organisation. Furthermore, employees are the internal customer of ADIDAS. So, ADIDAS need to satisfies the employees before satisfies the external customer. External customers ...

Desktop Upgrade Management Project And Financial Analysis And Human Resource And Potential Risks - Project Management - Assignment

760 words - 4 pages ... ) Unplanned service outages "Downtime" No formal change management strategy in place. Design and implement change management policy/process (mitigating)   Quality of Service/Product Delivery Supplier failure of quality procedures  Supplier – Quality Testing Plan. (Mitigate). Invoke Contract/ Penalties (mitigate) Internal – Quality Testing Strategy Plan (Mitigate) Training on Quality Testing procedures. Processes (mitigate Price Fluctuation in Product ...

EXPLORING THE IMPACT OF HUMAN RESOURCE MANAGEMENT ON EMPLOYEES: SYSTEM, CONFIGURATION AND PRACTICE EFFECTS

2013 words - 9 pages ... attitudes using the AMO framework. This allows us to: (a) empirically demonstrate the existence of a general HPWS that accounts for the complementarities among the 17 human resource management practices analysed; (b) test the amount of observed variance of HR practices that is explained by the general factor; (c) test the existence of additional but more specific configurations of practices that may capture attempts by managers to focus on ...

Strategic Management Paper Discribe Human Resource Management's Role As A Strategic Partner

1272 words - 6 pages ... new employees or retaining the current staff. With hiring freezes happening throughout all health care systems; HR management for SCLHS needs to be very careful not to over hire or short staff departments while the merger is taking place. Christy Pfost also stated, "The merging health care organizations will have to work together to develop job descriptions for all employees and assess benefits already available and similar to the organization ...

Integration And Transfer Of HR Functions Using HRIS (84 - 86) - Human Resource Management - Case Study

602 words - 3 pages ... and was willing to make it happen. Also, with his background knowledge in a large company and in customer service and performance management he would make a good champion for the cause. Although some might regard him as inexperienced because of his age, he was able to induce change and was seen as a visionary at his former company. 2. They've built such different database systems because both divisions level of IT literacy are on two different ...

Financial Resource Management - WGU C428 - Assignment

2025 words - 9 pages ... there are not many tax-based reasons to choose a PPO plan, there are fiscal management reasons behind the move. Management will have a much easier time tracking finances and predicting future expenses than we would with the old pay-service model. POS Plan: Point of service plans may be the best choice for Seamus if we are putting employee satisfaction with their current provider at the forefront of our priorities. In a POS plan patients have a ...

Human Resources Management

970 words - 4 pages ... Humans are an organization's greatest assets. With out employees' daily business would grind to a halt. The job of human resources managers is to maximize organizational change, human potential, personal capabilities, time and talents. Human resources management (HRM) is the policies practice, and systems that influences employees' behavior, attitudes, and performances. Personal employed in the human resources departments of major companies have ...

Human Resource

1603 words - 7 pages ... traits often have a very powerful influence on our perception of others. Physical appearance is a common central trait in work settings that is related to a variety of job-related outcomes. c. Implicit Personality Theories: Personal theories that people have about which personality characteristics go together. PERHAPS YOU EXPECT HARDWORKING PEOPLE TO ALSO BE HONEST, inaccurate, a basis for misunderstanding. d. Projection: The tendency for ...

Does Strategic HRM Effect Business Progression? - Human Resources Management - Essay

2157 words - 9 pages Free ... for the HR department to consider all different external and contextual variables that may influence the environment of its employees. References Armstrong, M. (2009). A Handbook of Human Resources Management. 11th ed. London: Kogan Page. Armstrong, M. and Baron, A. (2004). Managing performance:Performance Management in Action.. London: CIPD. Beardwell, J. and Claydon, T. (2007). Human Resource Management: A Contemporary Approach. 5th ed. London ...

Genrays Human Resources Information System - Project Management

2389 words - 10 pages ... is required for understanding performance of a certain project, which in turn ensures quality management. Project Human Resource Management ZOHO This tool will help the project manager to keep record of all members attendance and performance, along with keeping track of salaries of individuals. Project Communications Management Stakeholder Meeting Stakeholder meeting on regular basis is required for exchange of information among project ...

CAFS Preliminary Study Notes - Resource Management - Year 11 Community And Family Studies - Study Notes

4332 words - 18 pages ... resources influences on resource management factors affecting resource management personal values and past experiences factors influencing availability of and access to resources, eg age, gender, disability, culture, socioeconomic status access to support · informal, eg relatives, friends, neighbours · formal, eg government agencies, community organisations explain how a combination of factors can influence resource management for a range of ...

Robotics Revolution Represent For Human Employment In New Zealand In The Next 30 Years - Massey University - Management

1357 words - 6 pages ... Rebecca Hastie 11256694 How much of a threat does the robotics revolution represent for human employment in New Zealand in the next 30 years? In order to understand the threats that robotics may pose to human employment in the future, it is important to examine the ways in which robots and computerization are already influencing different employment industries today, and how they have changed our labor practices in the past. If this information ...