Human Resource Management

This document provides an overview of human resource management, including its definition, responsibilities, and purpose. It also discusses the analysis of work design and diversity management at CERA, a case study organization. The report explores the challenges and strategies for enhancing innovative behavior and managing diversity in the workplace.

Running head: HUMAN RESOURCE MANAGEMENT
HUMAN RESOURCE MANAGEMENT
Name of the Student
Name of the University
Author Note

1HUMAN RESOURCE MANAGEMENT
Table of Contents
Introduction....................................................................................................................2
Option 1 – Work design pilot at CERA.........................................................................2
Option 2 – Business rationale for diversity management..............................................6
Conclusion....................................................................................................................12
References....................................................................................................................13

2HUMAN RESOURCE MANAGEMENT
Introduction
Human resource management can be defined as the formal process that is developed
for the proper management of individuals within the organizations. The major responsibilities
of the human resource managers are mainly based on three major areas, staffing, benefits and
employee compensation. The major purpose of HRM is based on the ways by which
productivity levels can be maximized with the help of proper optimization of the
effectiveness levels of the employees 1. A major mission of the human resource management
is to acquire, develop and further retain the talent as well. The proper alignment of the
activities with the workforce is based on the ways by which high levels of contribution can be
provided to the operations of different business operations 2.
The report will be based on the analysis of the ways by which jobs can be designed in
order to enhance the levels of innovative behaviour in the organizations. The organization
that has been considered for the analysis is CERA. The organization has been facing major
levels of issues based on the ways by which jobs can be designed. Another major part of the
discussion is based on the diversity management process that is developed by the
organization. The organizational operations and human resource management process of
CERA will be analysed in the report in detail.
Option 1 – Work design pilot at CERA
The need for innovative employees in the organizations have increased in the last few
years. The success levels of different organizations are based on the ways by which the
organizations are able to manage the levels of innovations. The process of job designing is
1 Afsar, Bilal, Yuosre Badir, and Muhammad Muddassar Khan. "Person–job fit, person–organization fit
and innovative work behavior: The mediating role of innovation trust." The Journal of High Technology
Management Research 26, no. 2 (2015): 105-116.
2 Agrawal, Vidhi. "Managing the diversified team: challenges and strategies for improving
performance." Team Performance Management: An International Journal 18, no. 7/8 (2012): 384-400.

3HUMAN RESOURCE MANAGEMENT
able to play a major role in the improvement of innovation behaviour in the industry. The
process that is used for distinguishing between the blue collar and white collar employees is
also based on the designing of the jobs 3.
As discussed by Černe et al. (2017), innovation has started becoming a central
concern for the organizations and the process of mobilizing levels of innovative potential of
the employees has also become important. The HR managers have started facing major levels
of issues based on development of a proper work environment in the organizations in order to
foster high levels of innovation. In this environment the development of job designs has
become a major challenge for the organizations and the HR managers as well. The
development of high performance work systems or HPWS is considered to be highly
important for the improvement of operations 4.
The job designs and innovative work behaviour is considered to be a major challenge
for the managers. CERA is recently facing these types of issues in the process of effective job
design methods. The HR Manager of the organization, Israel Tobin had suggested the
implementation of environmental aspects in the effective work process of the organizations.
The Manager of CERA, Rachel Amaro and General Manager Lane Scrowcoft had been
informed about the new training based plans that had been made by the HR Manager. Rachel
was quite supportive in this case, whereas, on the other hand, Lane had not provided major
levels of support 5.
3 Bos-Nehles, Anna, Maarten Renkema, and Maike Janssen. "HRM and innovative work behaviour: A
systematic literature review." Personnel review 46, no. 7 (2017): 1228-1253.
4 Chen, Xingwen, Jun Liu, Haina Zhang, and Ho Kwong Kwan. "Cognitive diversity and innovative
work behaviour: The mediating roles of task reflexivity and relationship conflict and the moderating role of
perceived support." Journal of Occupational and Organizational Psychology (2019).
5 Choi, Suk Bong, Kihwan Kim, SM Ebrahim Ullah, and Seung-Wan Kang. "How transformational
leadership facilitates innovative behavior of Korean workers: Examining mediating and moderating
processes." Personnel Review 45, no. 3 (2016): 459-479.

4HUMAN RESOURCE MANAGEMENT
The involvement of a broader range of stakeholders had been considered to be
important by the managers of the organization. The innovative work behaviour based needs
of CERA had started increasing in the last few years. This had been able to bring major levels
of changes in the ways by which CERA aims at maintaining its operations in the industry in a
successful manner 6. The process of workforce planning of CERA had been affected in a
huge manner by the needs based on changes in the job designs that had started increasing in
the past few years. The investment of time in the process of workforce planning is considered
to be highly important for the ways by which CERA can maintain the employees 7.
Rachel Amaro can be suggested that the organization can improve the process of
effective knowledge management in the industry. The knowledge that can be gained by the
employees can be used in an effective manner in order to improve the levels of innovation in
the organization. Employee innovation is considered to be an important factor that has an
impact on the process of work-based learning in the organization. The training and
development based activities that can be implemented by the organization is helpful for the
organization to provide effective levels of knowledge to the employees 8.
The jobs in the organization will be designed in such a manner that will help in
recruiting innovative employees within the work process. The work based learning process
also needs to be promoted within the jobs of the employees. The levels of intrinsic type of
task motivation is increased with the help of proper job control. The understanding of tasks is
mainly aided by proper usage of cognitive and behavioural learning strategies. Increase in job
6 De Jong, Jeroen PJ, Sharon K. Parker, Sander Wennekers, and Chia‐Huei Wu. "Entrepreneurial
behavior in organizations: does job design matter?." Entrepreneurship Theory and Practice 39, no. 4 (2015):
981-995.
7 D'Netto, Brian, Jie Shen, John Chelliah, and Manjit Monga. "Human resource diversity management
practices in the Australian manufacturing sector." The International Journal of Human Resource
Management 25, no. 9 (2014): 1243-1266.
8 Doherty, Richard. "Getting social with recruitment." Strategic HR review 9, no. 6 (2010): 11-15.

5HUMAN RESOURCE MANAGEMENT
control can have an impact on the ways by which different problems faced by the employees
can be solved in an effective manner 9.
The HR managers need to implement the work based and cognitive learning strategies
in order to improve the ways by which the employees are able to generate the ideas. The job
designs need to be based on the work based learning and knowledge based strategies that can
help the employees to generate the innovative ideas. The employees who have been able to
acquire in-depth knowledge based on different tasks are able to improve their personal
confidence levels and improve the usefulness of their ideas as well 10.
The innovation levels in CERA will be improved in an effective manner with the
help of proper support that is provided to them by the training and development based
programs. The work based and cognitive learning strategies have a positive impact on the
learning process of employees in CERA. The proper implementation of work based strategies
can affect the idea implementation process in the modern organizations like CERA. Work
based learning is able to play a mediating role in the ways by which employees are able to
provide the best levels of their performances 11.
Job analysis can be implemented by the organization in order to develop the job
designs in an effective manner. The innovation levels in CERA will be managed with the
support that is provided by the attributes and skills that can be developed by the employees.
The motivational job design approach needs to be implemented by Rachel in order to
9 Garg, Shreya, and Rajib Dhar. "Employee service innovative behavior: the roles of leader-member
exchange (LMX), work engagement, and job autonomy." International Journal of Manpower 38, no. 2 (2017):
242-258.
10 Gërxhani, Klarita, and Ferry Koster. "Making the right move. Investigating employers’ recruitment
strategies." Personnel Review 44, no. 5 (2015): 781-800.
11 Harari, Michael B., Angela C. Reaves, and Chockalingam Viswesvaran. "Creative and innovative
performance: A meta-analysis of relationships with task, citizenship, and counterproductive job performance
dimensions." European Journal of Work and Organizational Psychology 25, no. 4 (2016): 495-511.

6HUMAN RESOURCE MANAGEMENT
improve the levels of training that can be provided to employees and increase the levels of
social interaction as well. The motivational job design can help in improving the variety and
options that are provided to the employees 12. Feedback that can be provided to the employees
can affect the factors based on effective job design. This job design can help in improving the
levels of growth and the learning related activities of the employees. The labour demands and
forecasting based activities are considered to be an important factor that can affect the
operations of CERA in the industry. Labour supply related factors need to be analysed by
Rachel in order to develop the job designs in an effective manner 13.
Option 2 – Business rationale for diversity management
Diversity management can be considered to be the key to growth of an organization in
the modern business environment. The global marketplace has become highly competitive in
nature and the proper management of diversity has an impact on the ways by which the
organization is able to operate in the respective industry. The organizations that aim at
relevancy in the global market need to include diverse employees. Diversity is mainly based
on the ways by which the organizations are able to treat the employees in an authentic
manner in order to ensure that they are able to provide the best levels of their services 14.
CERA had been facing some issues based on the ways by which gender diversity can
be maintained in an organization. Gender diversity is able to affect the ways by which the
12 Javed, Basharat, Sayyed Muhammad Mehdi Raza Naqvi, Abdul Karim Khan, Surendra Arjoon, and Hafiz
Habib Tayyeb. "Impact of inclusive leadership on innovative work behavior: The role of psychological
safety." Journal of Management & Organization (2017): 1-20.
13 Karyotakis, Konstantinos M., and Vassilis S. Moustakis. "Organizational factors, organizational
culture, job satisfaction and entrepreneurial orientation in public administration." The European Journal of
Applied Economics13, no. 1 (2016): 47-59.
14 Kluemper, Donald H., and Peter A. Rosen. "Future employment selection methods: evaluating social
networking web sites." Journal of managerial Psychology 24, no. 6 (2009): 567-580.

7HUMAN RESOURCE MANAGEMENT
employees in an organization are able to perform in an effective manner. The researches have
been able to depict that the levels of gender diversity have a positive correlation with better
performance of the business organization in the industry. The findings that have been gained
in different surveys have been able to depict that women in the organization are able to
analyse different situations in a more effective manner in comparison to men 15.
This has been able to increase the requirement of gender diversity in the
organizations. The retention of a diverse workforce has gained high levels of importance in
this case due to the ways by which the employees are able to depict their performance. The
diverse organizations have provided high marks to the organizations in different areas that
have been linked to the better results of performances. Different factors that have an impact
on organizations include, accountability, innovation, capability, motivation. The leadership
positions are also provided to diverse people in different organizations 16.
Global diversity has the capability of bringing changes in the ways by which the
organizations are able to operate in different parts of the world. The cross-cultural teams and
collaboration are considered to be important for the organizations to manage diversity in an
effective manner. The cultural changes that have taken place in the country have an impact on
the strategies that have been developed by the organizations. The diversity levels in the
organizations are managed with the help of proper communication systems that have been
formed 17.
15 Marinova, Sophia V., Chunyan Peng, Natalia Lorinkova, Linn Van Dyne, and Dan Chiaburu.
"Change-oriented behavior: A meta-analysis of individual and job design predictors." Journal of Vocational
Behavior 88 (2015): 104-120.
16 Mustafa, Michael, Lee Martin, and Mathew Hughes. "Psychological ownership, job satisfaction, and middle
manager entrepreneurial behavior." Journal of Leadership & Organizational Studies 23, no. 3 (2016): 272-287.
17 Ng, Eddy SW, and Greg J. Sears. "The effect of adverse impact in selection practices on
organizational diversity: A field study." The International Journal of Human Resource Management 21, no. 9
(2010): 1454-1471.

8HUMAN RESOURCE MANAGEMENT
Diversity is considered to be an important factor that is able to help in the
development of an edge in the market or the environment. Diversity management is able to
provide major benefits to the human resource related activities that are performed by the
organizations. The equal treatment of the human resources is facilitated by the diversity
management process that is implemented in the organizations. The diverse teams are able to
boost performance levels of the organizations in the industry. The implementation of diverse
perspectives has an impact on the business practices, strategies, markets, missions and the
cultures 18.
The research that has been made on the Indian companies have been able to provide a
picture based on the ways by which the initiatives based on diversity have been able to affect
the operations of different organizations in the industry. Diversity is considered to be a major
aspect that is able to extend the benefits of the exposure of diversity to different
organizations. The business organizations currently are able to understand different cultures
in an effective manner. Diversity has started gaining importance in multinational
organizations due to the ways by which the employees can be managed. The importance of
diversity management has increased in the Indian multinational organizations 19.
The perceptions of employees based on the benefits and the challenges of diversity in
the workforce of Australian organizations have been examined by many researchers. High
levels of discrimination have been able to affect the ways by which the manufacturing sector
of Australia has been developed. The approach of legislative compliance has been
implemented in the Australian organizations. The organizations in Australia have not been
18 Nurmi, Niina, and Pamela J. Hinds. "Job complexity and learning opportunities: A silver lining in the
design of global virtual work." Journal of International Business Studies 47, no. 6 (2016): 631-654.
19 Pathak, Atul Arun. "Thought works for ThoughtWorks: Recruitment process ensures that company
gets the people it wants." Human Resource Management International Digest23, no. 2 (2015): 5-8.

9HUMAN RESOURCE MANAGEMENT
able to adopt the HR based practices as effective source of competitive advantage for the
organization 20.
Diversity has not been valued by the Australian organizations. Social media has been
able to provide major platform in order to enhance the levels of diversity in different
multinational organizations. The different social websites that support the diversity levels in
the organizations include, Twitter, Facebook and LinkedIn. The social networking websites
are able to support the ways by which the organizations are able communicate with the
employees and retain the for a longer time as well 21. The online presence of the organizations
is able to support the ways by which diversity based activities can be increased effectively.
Social networks are able to play the most important role in the ways by which the
organizations can maintain their operations with the support of diverse employees 22.
Diversity management is able to affect the ways by which the recruitment process of
the organization can be affected. The process of external recruitment can however be risk for
different organizations as the employers in this case lack the levels of information. The
different aspects that are able to affect the operations of organizations include, motivation,
trustworthiness and productivity. The employment relations are considered to be important
for the ways by which recruitment strategies can be implemented. Workforce diversity is able
to play a major role in the ways by which the levels of competitiveness can be enhanced
effectively within short periods of time 23.
20 Shanker, Roy, Ramudu Bhanugopan, Beatrice IJM Van der Heijden, and Mark Farrell.
"Organizational climate for innovation and organizational performance: The mediating effect of innovative
work behavior." Journal of vocational behavior 100 (2017): 67-77.
21 Stock, Ruth Maria. "Is boreout a threat to frontline employees' innovative work behavior?." Journal
of Product Innovation Management 32, no. 4 (2015): 574-592.
22 Van Hoye, Greet, and Filip Lievens. "Social Influences on Organizational Attractiveness:
Investigating If and When Word of Mouth Matters 1." Journal of Applied Social Psychology 37, no. 9 (2007):
2024-2047.
23 Veenendaal, Andre, and Tanya Bondarouk. "Perceptions of HRM and their effect on dimensions of
innovative work behaviour: Evidence from a manufacturing firm." Management revue (2015): 138-160.

10HUMAN RESOURCE MANAGEMENT
The sustainability of organizations is also affected in a huge manner by the diversity
levels that have been developed. Organizational flexibility can also be increased in an
effective manner with the help of high levels of diversity. The adverse impact that diversity
management has on the selection process of the organizations has also been an important
factor. The researches have been able to depict that diversity management related activities
have a major negative impact on the organizational operations 24.
The central challenges that have been provided to the organizations are considered to
be important for the ways by which diversity management activities have been developed by
the organizations. The evidence has been able to suggest that the central diversity
management practices that have been developed. The researches have been able to depict that
the diversity management activities of the organizations can affect the objectives that have
been developed by them. The goals and objectives that have been developed by the
organizations are affected in a negative manner by the selection process that is implemented
25.
The organizations have to bring major changes in the attraction and retention process
in order to implement the diversity management based strategies. The practices, policies of
the organizations have been affected in a negative manner by the diversity management
related practices. The employment base barriers in the organizations are based on the ways by
which diverse employees can be managed. The diversity based HR practices are able to
improve the retention and attraction of the employees in the modern organizations 26.
24 Van Hoye, Greet, and Filip Lievens. "Social Influences on Organizational Attractiveness:
Investigating If and When Word of Mouth Matters 1." Journal of Applied Social Psychology 37, no. 9 (2007):
2024-2047.
25 Mustafa, Michael, Lee Martin, and Mathew Hughes. "Psychological ownership, job satisfaction, and
middle manager entrepreneurial behavior." Journal of Leadership & Organizational Studies 23, no. 3 (2016):
272-287.
26 Marinova, Sophia V., Chunyan Peng, Natalia Lorinkova, Linn Van Dyne, and Dan Chiaburu.
"Change-oriented behavior: A meta-analysis of individual and job design predictors." Journal of Vocational

11HUMAN RESOURCE MANAGEMENT
The process of employment testing is implemented in an effective manner in the
process of employee selection. The employers have huge reliance on the employment tests in
order to select the best levels of employees for different positions in the organizations. The
personality tests that have been developed by the organizations can play a major role in the
ways by which organizations are able to select the best employees in the different positions.
The financial success of the firm is also totally dependent on the ways by which the
organizations are able to develop the human resource based strategies and the diversity
management based strategies as well 27.
The diversity management based researches that been made in the past have been able
to depict the levels of importance of diverse employees in the modern organizations. CERA
also needs to provide major levels of importance to the ways by which diverse employees in
the organization can be managed in an effective manner 28. The organization needs to
maintain the base of diverse employees along with the development effective job designs by
the HR manager. Mark French can be suggested that CERA needs to implement strategies in
such a manner that can help in maintaining the diversity levels of the employees in an
effective manner. The organization will be able to implement diversity in order to retain the
employees and increase the levels of creativity in the organization as well 29.
Behavior 88 (2015): 104-120.
27 Javed, Basharat, Sayyed Muhammad Mehdi Raza Naqvi, Abdul Karim Khan, Surendra Arjoon, and
Hafiz Habib Tayyeb. "Impact of inclusive leadership on innovative work behavior: The role of psychological
safety." Journal of Management & Organization (2017): 1-20.
28 Gërxhani, Klarita, and Ferry Koster. "Making the right move. Investigating employers’ recruitment
strategies." Personnel Review 44, no. 5 (2015): 781-800.
29 Javed, Basharat, Sayyed Muhammad Mehdi Raza Naqvi, Abdul Karim Khan, Surendra Arjoon, and
Hafiz Habib Tayyeb. "Impact of inclusive leadership on innovative work behavior: The role of psychological
safety." Journal of Management & Organization (2017): 1-20.

12HUMAN RESOURCE MANAGEMENT
Conclusion
The report can be concluded by stating that the innovation levels in the organizations
can be increased with the help of proper designing of the jobs. The development of well-
designed jobs will have an impact on the ways by which the organizations can increase the
levels of innovation in the work process of the employees. CERA can also increase the levels
of innovativeness in the organizations with the support that is provided by the well-designed
jobs. On the other hand, the importance of diversity management has also been analysed in
the report in detail. The organizations need to develop the diversity management based
strategies in order to maintain the levels of sustainability in the operations.

13HUMAN RESOURCE MANAGEMENT
References
Afsar, Bilal, Yuosre Badir, and Muhammad Muddassar Khan. "Person–job fit, person–
organization fit and innovative work behavior: The mediating role of innovation trust." The
Journal of High Technology Management Research 26, no. 2 (2015): 105-116.
Agrawal, Vidhi. "Managing the diversified team: challenges and strategies for improving
performance." Team Performance Management: An International Journal 18, no. 7/8 (2012):
384-400.
Bos-Nehles, Anna, Maarten Renkema, and Maike Janssen. "HRM and innovative work
behaviour: A systematic literature review." Personnel review 46, no. 7 (2017): 1228-1253.
Černe, Matej, Tomislav Hernaus, Anders Dysvik, and Miha Škerlavaj. "The role of multilevel
synergistic interplay among team mastery climate, knowledge hiding, and job characteristics
in stimulating innovative work behavior." Human Resource Management Journal 27, no. 2
(2017): 281-299.
Chen, Xingwen, Jun Liu, Haina Zhang, and Ho Kwong Kwan. "Cognitive diversity and
innovative work behaviour: The mediating roles of task reflexivity and relationship conflict
and the moderating role of perceived support." Journal of Occupational and Organizational
Psychology (2019).
Choi, Suk Bong, Kihwan Kim, SM Ebrahim Ullah, and Seung-Wan Kang. "How
transformational leadership facilitates innovative behavior of Korean workers: Examining
mediating and moderating processes." Personnel Review 45, no. 3 (2016): 459-479.
De Jong, Jeroen PJ, Sharon K. Parker, Sander Wennekers, and Chia‐Huei Wu.
"Entrepreneurial behavior in organizations: does job design matter?." Entrepreneurship
Theory and Practice 39, no. 4 (2015): 981-995.

14HUMAN RESOURCE MANAGEMENT
D'Netto, Brian, Jie Shen, John Chelliah, and Manjit Monga. "Human resource diversity
management practices in the Australian manufacturing sector." The International Journal of
Human Resource Management 25, no. 9 (2014): 1243-1266.
Doherty, Richard. "Getting social with recruitment." Strategic HR review 9, no. 6 (2010): 11-
15.
Garg, Shreya, and Rajib Dhar. "Employee service innovative behavior: the roles of leader-
member exchange (LMX), work engagement, and job autonomy." International Journal of
Manpower 38, no. 2 (2017): 242-258.
Gërxhani, Klarita, and Ferry Koster. "Making the right move. Investigating employers’
recruitment strategies." Personnel Review 44, no. 5 (2015): 781-800.
Harari, Michael B., Angela C. Reaves, and Chockalingam Viswesvaran. "Creative and
innovative performance: A meta-analysis of relationships with task, citizenship, and
counterproductive job performance dimensions." European Journal of Work and
Organizational Psychology 25, no. 4 (2016): 495-511.
Javed, Basharat, Sayyed Muhammad Mehdi Raza Naqvi, Abdul Karim Khan, Surendra
Arjoon, and Hafiz Habib Tayyeb. "Impact of inclusive leadership on innovative work
behavior: The role of psychological safety." Journal of Management & Organization (2017):
1-20.
Karyotakis, Konstantinos M., and Vassilis S. Moustakis. "Organizational factors,
organizational culture, job satisfaction and entrepreneurial orientation in public
administration." The European Journal of Applied Economics13, no. 1 (2016): 47-59.

15HUMAN RESOURCE MANAGEMENT
Kluemper, Donald H., and Peter A. Rosen. "Future employment selection methods:
evaluating social networking web sites." Journal of managerial Psychology 24, no. 6 (2009):
567-580.
Marinova, Sophia V., Chunyan Peng, Natalia Lorinkova, Linn Van Dyne, and Dan Chiaburu.
"Change-oriented behavior: A meta-analysis of individual and job design
predictors." Journal of Vocational Behavior 88 (2015): 104-120.
Mustafa, Michael, Lee Martin, and Mathew Hughes. "Psychological ownership, job
satisfaction, and middle manager entrepreneurial behavior." Journal of Leadership &
Organizational Studies 23, no. 3 (2016): 272-287.
Ng, Eddy SW, and Greg J. Sears. "The effect of adverse impact in selection practices on
organizational diversity: A field study." The International Journal of Human Resource
Management 21, no. 9 (2010): 1454-1471.
Nurmi, Niina, and Pamela J. Hinds. "Job complexity and learning opportunities: A silver
lining in the design of global virtual work." Journal of International Business Studies 47, no.
6 (2016): 631-654.
Pathak, Atul Arun. "Thought works for ThoughtWorks: Recruitment process ensures that
company gets the people it wants." Human Resource Management International Digest23,
no. 2 (2015): 5-8.
Shanker, Roy, Ramudu Bhanugopan, Beatrice IJM Van der Heijden, and Mark Farrell.
"Organizational climate for innovation and organizational performance: The mediating effect
of innovative work behavior." Journal of vocational behavior 100 (2017): 67-77.
Stock, Ruth Maria. "Is boreout a threat to frontline employees' innovative work
behavior?." Journal of Product Innovation Management 32, no. 4 (2015): 574-592.

16HUMAN RESOURCE MANAGEMENT
Van Hoye, Greet, and Filip Lievens. "Social Influences on Organizational Attractiveness:
Investigating If and When Word of Mouth Matters 1." Journal of Applied Social
Psychology 37, no. 9 (2007): 2024-2047.
Veenendaal, Andre, and Tanya Bondarouk. "Perceptions of HRM and their effect on
dimensions of innovative work behaviour: Evidence from a manufacturing
firm." Management revue (2015): 138-160.