The essay compares and contrasts the need for involvement of Human Resource (HR) in the shape of job design as well as the requirement of Human Resource Management (HRM) due to the requirement of offering various induction trainning programs to the new migrated employees…
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The paper tells that job design is refered to as the contents of the job. It facilitates to analyse the various duties and tasks of the job and the methods required to perform the job in an efficient and effective way from the perspective of human process intervention as well as from the HRM intervention. Thus, job design includes the descriptions and the provision of the job which helps in evaluation of the performance as well as enhancement of profitability of the firm. Similarly, in case of ‘Lentil as Anything’, after recruiting the new migrated employees, Shanaka Fernando, the owner of ‘Lentil as Anything’ should offer them specific job related trainings in order to describe the various specifications, rules, responsibilities and requirements. This would assist in enhancing the motivation as well as the eficiency of the employees. Senior & Flemming, stated that it is through job design that the roles and responsibilities are clearly described according to the past skills and knowledge of the employees. Moreover, it can be identified that the induction training programs are utilized to present the actual procedure of the particular jobs so as to acquire competency and accuracy in the performance. Parker & Wall highlighted that the job design intervention is essential to assess the specific skills and knowledge of the new entrants and helps to evaluate the proficiency level and the expertise gaps as well. Therefore, in order to reduce the skill gaps, various induction tranning programs are offered to the employees to increase their aptitudes and capabilities. Thus, it is essential for ‘Lentil as Anything’ to motivate the employees towards the job by communicating an appropriate design of the jobs. Proper job design helps to accomplish the task responsibilities in a specific time frame and in an skilled manner which ultimately proves beneficial for the employee as well as for the company. Hence, it is obligatory to develop a particular job design statement for ‘Lentil as Anything’ which might be beneficial for the new employees and the restaurant as well (Accel-Team, 2011; Parker & Wall, 1998). The paragraph mainly highlights the facts about the techno-structural intervention required for the restructuring of the organization. While taking decisions for ‘Lentil as Anything’, Mr. Shanaka Fernando should involve all the employees so as to evaluate the varied viewpoints regarding a particular decision. It also offers proper contribution of the employees regarding a specific circumstance which is clearly observed in the documentary of ‘Lentil as Anything’. In order to sustain in the crisis situation, Mr. Shanaka Fernando decided to expand Lentil in Sydney in order to serve high quality of foods and services to the customers which can enhance the cash inflow and thus, assist in lessening the burden of heavy debt. Notably, this is a strategic decision on his part but without the involvement of the other employees (Cummings & Worley, 2008). Moreover, it can be determined that the involvement of all the employees in the decisison making process leads to increase in the confidence level and the morale of the employees which in turn enhances the employee performance and productivity of the organization. It can be depicted in terms of four elements such as power, skill, information, knowledge and rewards. Power helps to offer enough ability to make job related decisions where timely access to any pertinent information is essential to make any
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