Theories of Job Design

Discuss about the Organisational Support in Teleworker Wellbeing.

I am currently connected with a well-known company operating in the manufacturing industry. The roles and responsibilities which I perform in the organisation is of a human resource manager. I am responsible to welcome new companies, make them understand all the regulations and policies then support them all inclusively so that they can contribute effectively in the growth and functionality of the organisation. In this context four popular theories of job designing can be discussed. These are Taylorism, The Socio-Technical Systems Approach, Psychological Empowerment Theory and Core Characteristics Model.

This theory is known as scientific management which is a foundation for systematic job design. This provides a foundation of systemic job design (Aitken, 2014). The theorist Frederick Taylor has aimed to develop a science in every job following some very important measures.

• Creating method for every job
• Successfully hiring proper workers
• Training efficiently these workers
• Support human resource

This theory captures the importance of evolution from the individual task to the work groups. The guiding principle are:

• Designing effective job of the organisation so that the employees can fit to achieve the organisational goals
• Employees gets effectively involved in the design of the organisational structure
• Control of the modifications in the services or production need to be undertaken as close to their sources as possible (Bentley et al., 2016).
• Support system also fit in the organisational design
• Job designs need to allow for high quality working life

It describes five very important components to keep the workers motivated. These element are- Skill variety, Task significance, Task identity, Autonomy and Job feedback. These core job characteristics affect another five work treated results. Hence are motivation, performance, satisfaction, absenteeism and finally turnover (Penman et al., 2016). These characteristics of jobs largely depend upon three significant psychological state which are experiences significance, experienced responsibility and knowledge of consequences.

This theory of job designing points out that there is difference between cognitive motivational states and empowering practices. To this theory when the employees release their impact on the organisational function, they get more involved with the companies and play their job roles more effectively.

In this fast changing technological world, conventional methods are being fast replaced by new age technologies. Therefore, role of the employees along with the mangers are fast changing. The companies are not limited to a specific global barrier rather spreading globally with advanced cross cultural setting of Human Resource Management. Currently I am holding a position of HR manager in a renowned company. Usually the HR of the companies are responsible for only recruiting employees but this one job relates with numerous responsibilities. In this job, I am responsible to design and devise strategic campaigns as well as guidelines to recruit suitable candidates for the required job descriptions. I am the mediator between the employer and the new candidate to whom I aptly communicate the company policies along with terms of contracts to the candidate before hiring him. In this responsibility, we have two chief objectives. One is attracting talent and another is hiring resources.

Role of HR Manager in a Manufacturing Company

As the job designing theory like Taylorism states that the companies need to successfully select and hire the proper workers then train them to fit in the functioning of the organisation. The Taylorism theory points out the importance of support the employees in their professional development. I am also responsible to maintain the work culture in the organisation and as the Socio-Technical System Approach has develop the employees need to be involved actively in the design and structure of the organisation. As an HR, I am responsible to resolve any type of conflict associated with the employees whether it is a discrimination issue or the payment issues in the organisation. The role is to establish the trust and confidence among the employees so that an ideal organisation can be formed. According to the Core Characteristic model, I as an HR maintain skill variety, task significance along with job feedback to keep the employees motivated with their job. My responsibility exactly follows the psychological empowerment theory so that the employees feel satisfied with their jobs. I as a human resources manager, tally up to 80 percent of the assets of the organisation hence my initiatives directly relate with the future and functionality of the organisation.

My job design can be more improved if these previously motion theories can be followed more effectively. In improving the current job design I would like to follow mainly the Core Characteristics Model so that the job design can be more enriched. By following the characteristics of this theory, I shall be able to realise and make others understand that job enrichment is mandatory for them employees to stay motivated and attracted to the job roles consistently. Moreover, as the socio-technical systems approach has stated that there is a need for evolution from the in dividable work to work groups but my role is an HR, there is no scope for team work but I can effectively motivate the employees to fit in the current trend of flattening the hierarchical structure. Moreover, their theory also supports the fact that there is an impotence of high quality working life, hence I should be bringing some changes in the job design. This includes work involvement, intrinsic job motivation, job satisfaction and proper work and life balance. Here again I can refer to Taylorism which adds some more impotent elements in the job design which will lead to have a high quality working life. These components ate fairness and equity, individual power, self-development, social support and relevance of the work, effect on the extra work activities. This also includes proper utilisation of my present skills which I cannot always execute as an HR I need to stay within some norms to recruit the effective candidates who will be supportive of the production process of the organisation.

Strengths of a Job Advertisement

This company is looking for an efficient HR specialist to join the team who will monitor all the HR related functions. HR executive of our company needs to maintain and enhance the human resource of this organisation by planning, applying, evaluating the employee relation and the HR policies, programs and practices.

• Process of job analysis, develop and maintain new and existing job descriptions
• Prepare job description template based on the nature of divisions
• Preparation of annual reports
• Maintain work arrangement by constantly upgrading job requirements and job descriptions for all the positions
• Prepare the employees for beginning and directing orientations along with training programs
• Maintain the pay plan through directing some periodic pay surveys, evaluating jobs,
• Analyse data of all HR related activities
• Maintain HR policies, procedures and employee handbook
• Develop HR application forms like recruitment approvals. Leave forms promotion, warning and salary adjustment forms
• Coordination of the employment process starting from recruitment, selection and employment process. This includes developing or editing job descriptions, advertisements, process applications, prepare screening criteria, evaluating tests and scheduling interviews
• Control and maintain employee plans, monitor and schedule individual pay actions
• recommend, plan and implement pay structure revisions.
• Ensure the legal compliance through monitoring as well as implementing applicable human resource administrative requirements. Conduct investigations, maintain records, represent the organization at the legal hearings.
• Prepare weekly and monthly reports
• Establish recruiting requirements after properly understanding the organisational objectives. This includes meeting with the managers for discussing needs of the organisation
• Process new employee orientations as required as well as assigned for the purpose to ensure these recruited employees are knowledgeable with the policies as well as current practices of the company
• Administer disciplinary procedures
• Maintain professional along with technical knowledge through arranging educational workshops, review of professional publications, found personal networks, participate in the professional societies.
• Contribute to the team effort through achieving associated results as required
• Provide all type of employee relation support to the employees through providing effective conflict resolution counselling and advice
• Implementing development plans and training the employees.
• Preparing as well as reviewing benefit packages and compensation
• Implementing life insurance and health facility programs
• Conduct investigations of the employees for the disciplinary matter, prepare reports concerning investigations then express discipline recommendations in the discussion with the managing director
• Develop a check list for all the requirements as well as the steps needed then generate a weekly report for the perfect information
• Assist managers or managing directors in all type of HR related issues
• Process the promotions and salary increment procedures to motivate employees.

• Proven working experience in hiring as HR specialist or HR generalist
• Excellent verbal and written communication skill
• Best problem solving capabilities
• Experience in operating with Human Resources Information systems
• Knowledge in benefits Administration,
• Knowledge on applicant tracking systems and performance management,
• Proper understanding of labour legislation and communication Processes,
• Solid knowledge in compensation and wage structure,
• Familiarity and supportive of diversity
• Great team management skills
• Ability to classify employees,
• Solid knowledge on employment law, laws against any type of harassment

Strength: This job advertisement published has a proper introduction of the company and its functionality through its logo and name. it has a clear job title but it carries an acronym which is against the norm however, the candidates looking for Human Resource Executive job can relate the requirement. It has a perfect short description which focuses on what exactly the company wants. Through this the candidates will be interested to work with this company. The advertisement clearly mentions the key skills and abilities of the candidate so that he can match exactly the expectation of the organisation. The requirement section of this advertisement clearly states the personality as well as character traits which will be necessary to become an efficient HR and lead the employees with taking their responsibilities. This specifically includes the educational qualification with specific degree for performing the job criteria. This company provides competitive remuneration package which will attract the potential candidates. This advertisement properly describes the location of the office. It has clearly included the closing date of applications. The company wants the CVs of the candidates so that they can shortlist amongst them then all for interview. This advertisement clearly specifies where tie applicants can send their applications.

Weakness: the advertisement of Royal Paints Lanka (PVT) LTD. has very little information about the company. For example, the company does not provide its vision neither it has provided its position in the industry where it works. Most importantly, the company has not governed any information about the role and responsibility of the candidates which they need to perform if recruited in this company. This particular advertisement needs to have three to seven most important tasks which the candidates will have to perform when they are recruited. There is a clarity issue in the advertisement as it does not provide much information about itself hence the candidate may not be able to relate the company’s overall work objectives. This advertisement does not state any unique job benefits as well as perks which will attract the candidates to apply for this job. It also does not include salary range so that the candidates understand the proper wages to expect. Moreover, this advertisement may have included more information to contact the company so that the candidates can get more information to clarify about their roles in the company.

References:

Aitken, H. G. (2014). Scientific Management in Action: Taylorism at Watertown Arsenal, 1908-1915. Princeton University Press.

Bentley, T. A., Teo, S. T. T., McLeod, L., Tan, F., Bosua, R., & Gloet, M. (2016). The role of organisational support in teleworker wellbeing: A socio-technical systems approach. Applied Ergonomics, 52, 207-215.

Penman, S. H., Reggiani, F., Richardson, S., & Tuna, A. (2015). An accounting-based characteristic model for asset pricing.