Advanced Perspectives of HR Management

This article discusses the importance of job design and organizational environment in increasing productivity and motivation. It also explores the role of HR in an organization and how it is changing with time. The article emphasizes the need for cross-cultural training and flexibility in HR practices.

Running head: ADVANCED PERSPECTIVES OF HR MANAGEMENT
Advanced Perspectives of HR Management
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1ADVANCED PERSPECTIVES OF HR MANAGEMENT
Organisation and Job design.
Job design refers to the integrated job responsibilities that one has to do after attaining the
responsibilities. It defines specific content about the job and qualifications, which are needed to
be performed in the same job. It makes the job look more specified and specialized which results
to attract the suitable candidate for the job. The job designing can transform to be useful for the
organization and for the employee as well to become productive. It is meant that the job are
designed keeping in mind the limitations and physical conditions of the worker (Parker 2014).
The job design specifies the job roles and requirements, which informs the importance of the task
and makes it easier for the worker to achieve his or her target. This also motivates the workers in
the way they already know about the content and their interest will let them choose the specific
job and work comfortably. Along with proper job design, organizational environment also plays
an important role to motivate and in turn increase productivity (Albrecht et al. 2015). Several
distractions are the major reasons for low productivity. However, the organization should
provide with options to work from home which can motivate workers to work more efficiently
staying at home. Providing employees with the option to control their work environment can lead
to increase in productivity such as adjustable desk, light and temperature control to them.
Therefore, the increase in productivity results to increase in motivation which in turn leads to job
satisfaction and reduces absenteeism and definitely increases commitment towards work.
HR
Human resource department in an organization play a variety of significant functions
such as communicating with employees, recruiting and training for the development of
employees and tracking major changes. HR is a wide system of methods aimed at developing

2ADVANCED PERSPECTIVES OF HR MANAGEMENT
and using an individual’s capabilities to extent the organization’s and individual’s growth. Due
to globalization, the organizations are facing a lot of competition in the market and it become
necessary for the HR to adapt cross cultural training in order to establish an innovative and
effective workforce in the organization (Sparrow, Brewster and Chung 2016). To prepare staff
for effective performance in the change environment the HR roles are changing with time. Many
organizations decide to assign HR employees in each small business units which enables the
organization to develop much strong relationship with its business units. In this case, the central
HR provides information to the HR representatives of the unit and then he communicates
personally with the employees. Many a times the HR department adapts the consulting model for
providing service. They view their internal client’s satisfaction as a measure of their success. In
case if the requirements are not met by the internal HR group then the internal clients can meet
the extern al service providers. The HR department asks for feedback to their employees working
in the organization. According to the feedback report, they analyze the required changes and then
sustain the changes with appropriate trainings and recruitment required (Vivares-Vergara et al.
2016). The HR department is successful not only by depending with the traditional methods to
solve organizational issues but by their creativity to solve any new emerging problem. The HR
group of any organization must be flexible enough to smoothly operate in a new location with
new workforce.

3ADVANCED PERSPECTIVES OF HR MANAGEMENT
Reference
Albrecht, Simon L., Arnold B. Bakker, Jamie A. Gruman, William H. Macey, and Alan M. Saks.
"Employee engagement, human resource management practices and competitive advantage: An
integrated approach." Journal of Organizational Effectiveness: People and Performance 2, no. 1
(2015): 7-35.
Parker, Sharon K. "Beyond motivation: Job and work design for development, health,
ambidexterity, and more." Annual review of psychology 65 (2014): 661-691.
Sparrow, Paul, Chris Brewster, and Chul Chung. Globalizing human resource management.
Routledge, 2016.
Vivares-Vergara, Jorge Andrés, William Ariel Sarache-Castro, and Julia Clemencia Naranjo-
Valencia. "Impact of human resource management on performance in competitive
priorities." International Journal of Operations & Production Management 36, no. 2 (2016): 114-
134.