Human Resource Management & its Impact

This assignment delves into the crucial role of human resource management (HRM) in achieving organizational success. It examines various HRM practices, such as recruitment, training, performance appraisal, and compensation, and analyzes their influence on key organizational outcomes like productivity, employee engagement, and overall market performance. The assignment also discusses contemporary trends shaping HRM, including globalisation, technology integration, and the evolving needs of the workforce.

Running head: HUMAN RESOURCE
Human resource management
Name of the student:
Name of the university:
Author note:

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Executive summary
This assignment deals the study of Civil Engineering & Research Associates (CERA) and to
prepare a work design for Rachel Amaro and the way it will work for her team. In this report the
HR manager has to prepare a plan to make the work design and workflow and motivation For
Rachel who don’t have any idea about the HR practices. The success of a large company
depends upon the development of the work process of the teams which deals with the different
levels of work.

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Introduction
Civil engineering and research associates CERA had been established in 2007 with the
aim of becoming a consulting company in the field of civil construction in Sydney. The main
objective of this company is to provide a planning, to provide design to the consulting service,
and to target some normal to large infrastructure projects in Sydney. After analyzing that there is
some future in smart structures they had launched their Smart Structures Research &
Development Division in 2012. This will help them to become a leader in the emerging field of
smart construction solutions (Guest, 2017).
Their main approach is to provide a high quality, timely planned, structured advice for
the civil engineering and solution to the problems of our clients. This is to be done by
considering the requirements of all the clients and their needs. Their team consists of
experienced and responsive consultants who used to provide a determined and final approach for
the project which is to be delivered. The projects that are delivered are authentic and original that
provides highly buildable design which can satisfy their cost and time requirements (Jiang et al.,
2012).
Background
At CERA the teams are highly qualified and experienced; those can help their clients
with the planning, designing and the documentation of the infrastructure of the construction. The
staffs of this company can go to any extent for meeting the expectations of their clients. To
achieve their goals the main focus of the company is to attract and retain the best technical staff.
They are being provided the training for adopting a positive, professional and competent
approach, which is the hallmark of CERA (Harel & Tzafrir, 2017).

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This company was founded by Mark, who is experienced in structural design. He used to
lead the structural design teams in the residential, commercial, industrial and recreational sectors.
In 2007 Mark had founded CERA which has now become one of the successful civil engineering
companies with a high reputation for the company’s management, its designs, planning and
client service (Gist, 2017).
The director of the company is Kellie Lincoln, has studied Civil engineering. Before
joining in this company she had worked at Daley & Watson Consulting Pty Ltd. There she had
worked on a large numbers of projects and she had also developed some intricacies of different
types of structures. Since she had joined CERA in 2008, she has been working on a variety of
major projects in the residential, commercial and industrial sectors. These projects have been
done in both team leader and designer roles. She has broad experience in building the structure
and building of steel. Kellie has worked on the success of many projects by providing all her
attention to ensure the structural design of the construction (Ulrich et al. 2015).
Rachel Amaro was the manager of drafting office. The Director of CERA had directly sought out
to join CERA, as she had the experience of working with Mark in another firm. She had the
experience of working on different important aspects of the structural engineering projects. Now
she leads a small but highly trained and experienced drafting team (Sparrow, Brewster & Chung,
2016). She always puts a big attention on the details of the projects such as buildings framed of
concrete and some structures made of steel for commercial, industrial and residential industries.
These are the biggest assets of the company (Armstrong & Taylor, 2014).
Lane Scowcroft was the General Manager of Smart Structures R&D. He was appointed in 2012
to establish the Smart Structures R&D Division in CERA. This is the most recent and ambitious

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venture of CERA. Lane is currently working on the projects funded by the industry. He had
brought an excellent record in the research done in collaboration for the smart structures in
Australia and USA (Brewster & Hegewisch, 2017). The company had now given him the
responsibility for developing smart materials and smart buildings for the Asian and Australian
markets. Lane is a well known entrepreneur and mover in the new materials and structures. His
division is a part of CERA’s growth strategy into the next 5 years.
The human resource manager, Israel Tobin had been recruited as a Human Resource manager at
CERA. The CEO had recognized that recruiting him can help to enhance our talent of the teams
during CERA’s plans of growth in the today’s competitive market. Israel had been recruited to
CERA only for his reckless attitude, and a strong focus on the business approach to HRM.
Before CERA he had worked as a HR manager in government and private organizations, in the
industry of transport and now-a-days the field of civil engineering (Purce, 2014).
Susumu Takada is Manager of Finance, Legal & Administration. He had completed his
Bachelor and postgraduate qualifications in the subjects of accounts and finance. He built an
impressive career in the international accounting and also in managing corporate services
functions.
Limitations
There are some limitations of every company. Here in CERA the limitations are that the
consultants used to work in an environment in which the initiative is being encouraged and the
excellence of the worker is rewarded. It is being believed by the company that an approach that
is innovative and enquiring is the best way for addressing the challenges of the client. The
director, Mark French believed that this company has the right team which can take the

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responsibility of any type of project and their investment for the development of the team will
help to raise the standard of the projects that are to be delivered to the clients (Becker & Gerhart,
2016).
Work design:
Civil engineers protect, create and improve the way of living for the people of the world.
Constructing anything, whether it is huge or small needs a proper and intelligent design. The
consulting engineers who design the project for the construction engineers have to obtain high
theoretical knowledge along with practical knowledge to make a perfect error free design (Teo,
2012). As every HR executive knows, the fate of any company depends on the skills of their
employees, hiring those engineers who are compatible for making designs to the students are
important for the reputation of CERA. A HR executive should make a job design for the
company to help the managers hire the perfect employees for their respective team. The
employees should be responsible enough to handle the job pressure and outcome; they should be
ready for any results for their efforts.
According to the Hackman and Oldham theory of job characteristics, any work design
should have five basic characteristics. The HR policy tried to make this job to have every
characteristic. If a job has as many characteristic of this theory, the employee should feel as
much as motivation (Tims, & Bakker, 2014). These are-
• Variety of their skills:
The employee should possess a range of activities or skills, which sets them apart from the rest.
The HR policy is to choose such a candidate who possesses such variety of skills, which is being
followed in this case.

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• Identity of tasks:
The jobholders should be compatible enough to identify a whole work piece and complete it with
a positive outcome. This makes the workers to feel responsible and satisfied as they enjoy their
experience of completing a whole job. The HR policy is to hire those people who are capable of
completing the tasks on their own and who work for the job satisfaction.
• Task significance:
The HR policy for the probable employee is to create them such an environment, which helps
them from the core to complete the tasks. They should feel like that they are significant for the
company (Strachan, Burgess, & Henderson, 2016).
• Autonomy:
As the designing and drafting team of CERA is known to work as a team, the new employee
should feel welcome to involve in decision making.
• Feedback:
Every employee should know the feedback of their job by which they can experience the impact
of their hard work (Strachan, Burgess, & Henderson, 2016).
There are three other theories of job design, namely classical theory, behavioral theory and
situational theory. In the classical theory, the only way of achieving efficiency is through the
proper division of labor. The behavioral theory suggests that specific tasks should not be
allocated to specific people. Rather, all the people working with an organization should be
involved in decision-making. The situational theory, takes into account the external environment
while allocating a task. An appropriate structure is followed in this theory. The HR policy

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follows the gist of these theories with preference to the Job characteristic theory (Strachan,
Burgess, & Henderson, 2016).
The HR policy follows the designing policy according to the job rotation method, which
mobilizes the employees to make sure that everybody feels included and gives the employees
motivation. This job design is well enough to make every employee of the drafting team to
evaluate his or her own skills and responsibility level. To improve the teamwork, the job design
also worked on to set the autonomy of the people to feel them more responsible about
completing their own work (Parker, 2014).
The work design of the HR policy should motivate the employees to influence their level
of job satisfaction, motivation and performance. This includes dividing a larger task into many
small tasks to feel that everyone is included and giving them responsibility for their job by
providing them with enough authority and control (Taylor, 2014).
Recommendation:
As CERA is Australia’s topmost civil engineering company, it is also a home to many
employees who are managed by a HR policy. It is known to every HR that, the future of the
company is in the hand of the employees and to make the employees happy, leading the
employees to the pathway of job satisfaction is necessary (Grant, 2012). It is strongly
recommended that the HR policy of CERA should prefer the employees of the organization a
little more. Apart from the team members that are small in number, the team works with people
employed by the third party contractor. These workers do not have a secure future, as they are
not the direct employees of the company CERA. They do not even consider under the HR
policies of CERA. The new HR policy of CERA should also cover them (Ryan, & Deci, 2012).

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To create an effective HR strategy, the policies should be perfectly aligned with the
strategic vision of the organization. This will help all the employees including the third party
employees to make sure about the vision of CERA. This will make them support the company’s
vision as well. The company also may have to consider if their vision can be applicable to them
based on all the internal factors and the external factor. Before providing the third party
employees the HR policy, CERA also may have to consider all the changes in the marketplace to
reconsider and upgrade their vision into something more (Bratton, & Gold, 2012).
The revised HR policy should also have the similar code of ethics for their regular
employee and the third party employee. As the company uses third party vendors to recruit part
time engineers for their project, the conflict of interest policy should also be upgraded as these
kinds of recruits are often comes by nepotism. The policy should include a disclosure form,
which have to be signed by the board members, volunteer members and by the staff members.
This will guide the situations and also will manage the conflicts amongst all of them (Buttigieg,
& West, 2013).
It can be recommended that the staff and the executive policy should be upgraded as if
the third party engineers are included in the policy. The third party enginners should also have
medical insurance, sick leave, maternity or paternity leave, retirement plans and other benefits.
The third party engineers as well as the regular engineers should also have the company’s
manual, which addresses many important topics such as the benefits of being an employee of
CERA, the HR policies and the leave time as well. The third party engineers should have to write
an acknowledgement copy to the HR that they have read, agreed and understood every word of
the policy (Buttigieg, & West, 2013).

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Transfer of knowledge between the employees of the company is necessary for
implementing a HR policy. The transfer of knowledge can happen between any employees of the
company, permanent, part-time, or retired employee. This is recommended because it helps the
company to remain in a continuous process and the impact of the change to be at minimal on
effectiveness and productivity.
Conclusion
Thus it can be concluded that CERA is a civil engineering company which is a major
consulting company in the field of civil construction. This company is providing plans, to
provide design to the consulting service, and to target some normal to large infrastructure
projects in Sydney. The main approach of this company is to provide a high quality, timely
planned, structured advice for the civil engineering and solution to the problems of our clients.
This job design is well enough to make every employee of the drafting team to evaluate his or
her own skills and responsibility level. To improve the teamwork, the job design also worked on
to set the autonomy of the people to feel them more responsible about completing their own
work. It is strongly recommended that the HR policy of CERA should prefer the employees of
the organization a little more.
Apart from the team members that are small in number, the team works with people
employed by the third party contractor. These workers do not have a secure future, as they are
not the direct employees of the company CERA. They do not even consider under the HR
policies of CERA. The new HR policy of CERA should also cover them. So from the whole
assignment it can be said that the staff and the executive policy should be upgraded as if the third
party engineers are included in the policy. The third party engineers should also have medical

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insurance, sick leave, maternity or paternity leave, retirement plans and other benefits. The third
party engineers should have to write an acknowledgement copy to the HR that they have read,
agreed and understood every word of the policy.

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