Job Designing Approaches for CERA

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management: CERA
Name of the Student
Name of the University
Author’s Note:

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HUMAN RESOURCE MANAGEMENT
Executive Summary
The major objective of the report is knowing about entire case scenario of Civil Engineering
and Research Associates or CERA. HR department of this particular organization has taken
the decision to deploy a project of work designing pilot within the business after gaining
higher efficiency and effectiveness. In this case, a proper evaluation of several methodologies
of HR planning is needed for ensuring strategic planning. This HR planning could also be
termed as a major process for systematically reviewing important human resources
requirements to ensure that the employees, who comprise of accurate and relevant
knowledge, skills and abilities are eventually available wherever required. HRP is also
referred to major employment planning and this emphasizes on proper planning at every level
within the business. Furthermore, human resource problems are the major parts of strategy
based business planning processes. The process also emphasizes on business issues and thus
human resources are termed as subsequent areas of budgeting and management processes.
The most significant strategies of this human resource include integration of staff, better
development and learning of employees and managing employee compensations and
performances so that these relevant activities can support and have consistency in all other
human resource areas. This following report has clearly outlined a detailed description of
strategic HR planning within organization of CERA. Work design pilot project will be
implemented in this business and this report has described about four job designing
approaches and job analysis techniques, which can be used by Rachel for her employees in
CERA. Amongst them, the suitable approach of job designing is motivational approach.

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HUMAN RESOURCE MANAGEMENT
Table of Contents
1. Introduction............................................................................................................................3
2. Discussion..............................................................................................................................4
2.1 Changing Trends in Work Place and Work.....................................................................4
2.2 Constant Changing Programs for Work Place.................................................................6
2.3 Major Approaches for Job Designing..............................................................................7
2.4 Suitable Job Designing Approach for CERA.................................................................10
2.5 Main Benefits for Implementation of Job Design Approach in CERA.........................11
2.6 Organizational Creative and Innovative Programs........................................................11
Conclusion................................................................................................................................12
References................................................................................................................................14

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HUMAN RESOURCE MANAGEMENT
1. Introduction
Human resource management or simply HRM is referred to as one of the core
strategic approach for an efficient people or employee management in a specific company so
that these employees are able to help the organization in obtaining most significant
competitive benefits (Mone & London, 2018). This type of employee management is
included in the organization for maximization of employee performance in respect to
subsequent strategic goals of the employer. Human resources majorly emphasizes on
employee management in respect to policies, systems and company (Head & Alford, 2015).
Furthermore, the entire purpose for this type of HR management is to be sure that the
subsequent organization has a major capability to achieve success by employees. The human
resource professionals even control the respective organizational human capital after focusing
on better deployment of policies and procedures (Cleaver, 2017). Furthermore, every human
resource member could eventually specialize within training, recruitment as well as employee
benefits management to recruit the best talent and employees.
The respective company gains major business value for maintenance of competitive
benefits and hence ensuring that strategic management is present within work force. In earlier
days, transactional work had dominated the strategic management of work force for
involvement of payroll and administration of employee benefits (Shaw, Park & Kim, 2013).
However, for technological as well as globalization advances, it is much easy to eventually
maintain effectiveness and efficiency within organization. Risk reduction for losing employee
commitment is thus possible in human resource department. This HR department mainly
focuses on staff management and ensure that employees are well motivated, compensated and
hired on the basis of their performances and dedication towards work. This report outlines a
detailed description on work design pilot for Civil Engineering Research Associates or CERA
(Al Ariss, Cascio & Paauwe, 2014). Relevant advices will be demonstrated for HR