People Management - Case Study Example

Briefing Topic People Management HR: Challenges and Choices (Job design and flexibility) Briefing Paper: Critically examine the challenges and choices HR Managers now face in regard to “Job design and flexibility” Table of Contents Abstract 3 Background 4 Aim of the Assignment 4 Previous Knowledge 5 Areas of Focus 7 Sources of Information 7 Structure of the Paper 8 Introduction of the final paper 8 Summary 9 Action Plan 10 Bibliography 11 Page 3 Abstract (overview of the briefing paper): Job design and flexibility is a key area of any organization. The intention of this briefing paper is to provide details on how I am going to approach the essay. The main purpose of this paper is to critically examine the challenges and choices which the human resource managers are now facing in regard to ‘Job design and flexibility’. This paper includes the background to the briefing paper; provides details on my knowledge about the subject I chose. Apart from this it will include my directions, arguments that I might construct, specific information I will be using. Finally I have included the sources which have helped me to get the information I needed and also the structure of the final paper. Page 4 Background to the briefing paper The importance of the briefing paper: The importance of this paper is that it provides an insight with regard to my action plan as a manager. Since job designing and flexibility is the most essential task of any organization the paper will give me a basic idea which will help me to go about in writing my final essay. The areas which I will be taking into consideration when arriving at a conclusion will also be discussed. What are the problems which I should address? How should I analyse the problems? All these questions will also be discussed. The topic which I have chosen is job designing and flexibility. This paper will cover vast areas of the chosen topic and I would also critically examine the challenges and choices HR Managers now face in regard to Job design and flexibility. Aim of the Assignment The primary aim of this assignment is to give a clear and brief understanding of ways to design a job which is flexible also with regard to employees of an organization. This briefing has helped me to create a better and more focus on the topic. The focus of this paper is to reveal the awareness that I already have on the topic of job designing and flexibility. My awareness includes knowledge in terms of literature of job designing and flexibility. Research methodology undertaken by me to complete the essay is also outlined in this paper. Page 5 Previous Knowledge I have a fair knowledge on this topic. Since job designing and flexibility is a topic which is necessary for every manager this has been my area of interest. This has been my focus of interest since flexibility in different jobs with regard to the organization and the employees are inevitable and it is universal in nature. “The challenge is about understanding the complexities of public sector HR and finding ways of adding value – not simply assuming that outsourcing everything to the private sector is the panacea for all ills,” says Tribal’s Kate Harper. One of the most important discussions on the ER (employment relationship) is the issue of flexibility in the labor force. Through substantial research numerous arguments arose regarding changes in the past types of employment. Whereas once job security was exchanged for commitment, currently organizations demand from their employees’ flexibility, multiple skills and high levels of performance. In return, further from monetary rewards, there are opportunities for training and development so that people could increase their skills and competencies thus making themselves more marketable (Claydon & Collin, 2005). Literature suggests that in the 1980s and 1990s major changes occurred in the workplace and in the relationship between organizations and employees. In the past, employees expected to remain in their jobs for a lengthy period of time and enjoyed a relative level of security (Osterman 2001; Claydon & Collin, 2005). In the early years work patterns were designed and spread by supervisors and the function of employees was limited in the narrow odd jobs assigned to them. But the last Page 6 two decades of the 20th century, has brought in some major changes with regard to job flexibility because of international competition, technological changes, domestic competitive pressures, and major financial events. This compelled major organizations to look for `` greater flexibility and productivity as well as new strategies focused on speed, responsiveness to changing market conditions and innovation….have induced organizations to eliminate jobs not just in the factory floor as often as in the past but also among those who have additionally been offered a long-term career within the organization`` (Hiltrop, 1995, p286). The huge reformation required organizations and employees to come to terms with their relationship as new variables developed. Responsibilities, opportunities for promotion and salary increase on a steady basis were all shared and this in turn brought in more guarantees of future development in the organization. Thus this new situation required the workforce to produce immediate results with employees judged based on their performance as there was little security in maintaining a lengthy time of employment. “Undoubtedly, this interpretation appears considerably pessimistic and depicts employment flexibility as a negative concept. Another dimension is offered by the need discerned from the 1970s, as policy makers along with organizations considered the inability of the past system of employment to ensure the viability of organizations and in extension of their employees” (Claydon & Collin, 2005). Page 7 Areas of Focus The area of focus for the paper is mainly to understand how different jobs can be designed to meet the employees need. I will be covering in this assignment all the aspects of the different current approaches and strategies in Job design and how to make it flexible. My focus will be to examine two or more organizations which are have different job designs but still they have been flexible with their employees in anticipating their performance. I will argue for and against the topic which I have chosen. I will be basing my arguments, analyse them and then come to a conclusion from which a solution can be drawn. How can different job are designed so that it becomes flexible and the employees are not harassed when they do their part. I will be consulting many latest corporate journals and books written by various authors. Also the different web sites will form a part of my reference from which I will be taking some information to construct my final essay. Sources of Information Most of the latest corporate journals and books by the following authors but not restricted to: Ash, R.A. & Levine E.L.; Bemis, S.E., Belenky, A.H. & Soder, D.A. Denis, D.L, Dunnelte, M.D. and any other books which helps me in constructing my final essay, will be used by me. Apart from this I will be using the following resources also: 1. Ash, R.A. & Levine E.L. (1985) Job applicant training and work experience evaluation: An empirical comparison of four methods. Tour of Applied Psychology.,70, 572-576 Page 8 2. Bemis, S.E., Belenky, A.H. & Soder, D.A. (1983) Job analysis: An effectiveness management tool, Washington DC: Bureau of National Affairs. 3. Denis, D.L. (1984) Are recruitment efforts designed to fail? Personnel Tour, 63, 60-67. 4. Dunnelte, M.D. (1966) Personal selection and placement. Belmont, C.A. Brooks/Cole. Structure of the Paper Since developing job designing and flexibility is a very vast topic, hence I have chosen to concentrate on the aspects and the pros and cons of job design and flexibility. The paper will begin with a clear meaning of the topic chosen by me and I will follow it with a clear discussion of problems and issues of design and flexibility. Hence the final paper will include a clear discussion of the Human resource management and how they are related with designing of the different jobs and giving a fair amount of flexibility. Introduction of the final paper Literature suggests that in the 1980s and 1990s major changes occurred in the workplace and in the relationship between organizations and employees. In the past, employees expected to remain in their jobs for a lengthy period of time and enjoyed a relative level of security (Osterman 2001; Claydon & Collin, 2005). On the other hand, work patterns were designed and distributed by supervisors and the role of employees was restricted in the narrow tasks assigned to them. During the last two decades of the 20th century, international competition, domestic competitive pressures, technological Page 9 changes and major financial events made organizations to seek greater flexibility and productivity as well as new strategies focused on speed, responsiveness to changing market conditions and innovation….have induced organizations to eliminate jobs not just in the factory floor as often as in the past but also among those who have traditionally been offered a long-term career within the organization (Hiltrop:1995:286). All the above said aspects with regard to job designing and flexibility will be discussed in detail and an analysis will be performed. Summary My Briefing paper has included a clear discussion of one of the most important aspects of an organisation i.e. job designing and flexibility. I have a strong knowledge of the topic and have conducted quite a lot of research on the topic. This report highlights the current knowledge and also provides for a plan for the final paper. Page 10 Action plan Developing high performance working. Description Background • the importance of briefing paper • chosen title for individual paper • the structure of briefing paper (ie the areas going to cover). Findings What the assignment is asking me to do. What I know about the subject already. What I think my focus might be? What specific information I need to construct my arguments Which journals and books I will use to find that information. The structure of the final paper. The preliminary introduction of the final paper. Summary Findings and analysis References Different journals and books. Page 11 Bibliography 5. Ash, R.A. & Levine E.L. (1985) Job applicant training and work experience evaluation: An empirical comparison of four methods. Tour of Applied Psychology, 70, 572-576 6. Bemis, S.E., Belenky, A.H. & Soder, D.A. (1983) Job analysis: An effectiveness management tool, Washington DC: Bureau of National Affairs. 7. Denis, D.L. (1984) Are recruitment efforts designed to fail? Personnel Tour, 63, 60-67. 8. Dunnelte, M.D. (1966) Personal selection and placement. Belmont, C.A. Brooks/Cole. 9. Fleishman, E.A., & Quaintaner, M.K. (1984) Taxonomics of human performance: 10. The description of human tasks. New York, Academic Press. Read More