Job Design and Human Resource Management

This assignment delves into the importance of job design within human resource management. It highlights how job analysis informs recruitment decisions, enabling organizations to fill positions with suitable skilled candidates. The report emphasizes the link between effective job design and a positive work environment conducive to achieving organizational goals.

JOB DESIGN
(Relevance of ‘job design’ to human resource management)

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
CONCLUSION................................................................................................................................3
REFERENCES................................................................................................................................4

INTRODUCTION
Job design is the essential function of human resource management (HRM). It is the
process that looks upon the effective arrangement of work in order to reduce dissatisfaction
among employees (Cascio, 2018). Effective job designing supports HR manager in minimizing
worker's alienation that is being arisen due to mechanistic tasks. Current study is based on Tesco
which is the international retail firm and the market leader. Present report will explain relevance
of job design to human resource management practices. Furthermore, it will discuss
interrelationship between components of job design and HR activities in the organization.
MAIN BODY
Job designing is considered as one of the essential aspect for the organization in order to
perform activities significantly. It includes allocation of responsibility and outline the task in
such manner so that overall goal of the firm can be accomplished. Tesco is the leading brand, it
treats its workers as assets (Bratton and Gold, 2017). Entity provide them healthy workplace
environment and allot them duties as per their capabilities so that they can perform it well and
can contribute in accomplishing goal of business unit. HR manager is responsible to retain the
employees in workplace for longer duration. Furthermore, HR managers of Tesco recruit
candidates after looking at their skills and abilities. Best deserving candidate who is most
suitable for particular job is being selected by human resource manager. Job designing is the
essential part through which job analyses can be done significantly. By this way HR manager of
Tesco becomes able to get all details related to skills required for the post (Taylor, Doherty and
McGraw, 2015).
Job designing is interrelated with the HRM activities. One of the main function of HR is
to hire skilled candidate in the workplace those who can perform well in organization. Effective
job designing supports human resource manager in analysing the skills of individual and finally
select the candidate those who have required abilities. This supports in fulfilling the recruitment
activities in effective manner (Marinova and et.al, 2015). For example if company needs to hire
marketing managers and for that job designing reflect that manager needs to be able to
communicate well with staff members and need to have ability to convert prospect clients into
real business. Then human resource manager of Tesco search for the applicant those who have
good communication ad interaction skills so that individual can perform well as marketing
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manager. Thus, job designing support the person in finding the right candidate for the
corporation (Chae and Choi, 2018).
Retention of skilled staff members is the essential function of human resource
management. It is only possible when employees feel happy and satisfied in the workplace. In
order to enhance satisfaction level of workers job designing is taken into consideration by the
HR manager. By this way managers analyses the skills required for particular job and people
those who have these skills (Daniels and et.al, 2017). By this way they promote the suitable
candidate for particular designation. It encourages the existing staff members and they become
loyal towards the brand.
Training and development is essential element of human resource management.
Development phases starts with improving skills of employees. In order to develop skills and
abilities of the workers HR manager of Tesco organize coaching, class room training for the staff
members so that they can know about standards and can perform their work effectively and can
match with these standards (Liu, 2017). This helps the manager in job designing and completing
task in efficient manner. For example whenever Tesco hire new candidate in the organization
then HR manager provides them training so that they can understand with their responsibilities
and can perform it well. Job designing supports in making arrangement of training programs so
that right person can get right knowledge that can be better for them in performing well
(Paknezhad and et.al, 2018).
Classical theory explains that organization can improve efficiency by dividing labours.
Managers are responsible to divide jobs as per the purpose of the firm. After that HR managers
create groups those who can perform these jobs separately. Group division is being done on the
bases of requirement of task and skills required to perform particular task. Proper division of
work assist the supervisors in managing operations well and making effective coordination
among all employees (Thurgood, 2016). Behavioural theory does not take interest in dividing
tasks. This approach believes that authorities have to design positions and then have to hire such
person those who can perform this job effectively. This approach described effectiveness of
decentralization in decision making process.
Effective job designing supports HR mangers in improving organizational culture and
environment. People always want healthy environment whee they can perform well. Job
designing assist in identifying skills required to particular task thus, human resource managers
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became able to hire such people those who have necessary skills and abilities. By this way entity
becomes able to complete the task with stipulated period of time (Job design, 2017). If people
are getting work as per their abilities then it will help them in working in organization
comfortably. That enhance their interest and they be happy in workplace. It is the way that help
the firms in retaining its skilled labour in entity for longer duration. When each person is happy
in workplace then it aids in developing healthy environment. Tesco gives more importance to the
freedom of workers thus, HR manager makes flexible policies (Five Components of a Human
Resource Management System, 2018). This assists in creating positive culture where people like
to put their best efforts in order to accomplish goal of the organization.
CONCLUSION
From the above report it can be concluded that job designing is the essential part of
human resource management. It supports the firm in analysing skill required to particular task
thus, HR manager becomes bale to fill the vacant post with desired skilled labour. Human
resource management and job designing are interlinked aspects and both impact on each others.
Effective job designing assist in creating healthy workplace environment so that entity can
accomplish its objective significantly.
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REFERENCES
Books and Journals
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Cascio, W., 2018. Managing human resources. McGraw-Hill Education.
Chae, H. and Choi, J. N., 2018. Contextualizing the effects of job complexity on creativity and
task performance: Extending job design theory with social and contextual
contingencies.Journal of Occupational and Organizational Psychology.
Daniels, K. and et.al., 2017. Purpose and enactment in job design: an empirical examination of
the processes through which job characteristics have their effects. Policy and Practice in
Health and Safety. pp.1-23.
Liu, G., 2017. Job Design, Training Effect and Job Satisfaction: Evidence from Work Placement
at Audit Firms. InSHS Web of Conferences (Vol. 34). EDP Sciences.
Marinova, S. V. and et.al., 2015. Change-oriented behavior: A meta-analysis of individual and
job design predictors. Journal of Vocational Behavior. 88. pp.104-120.
Paknezhad, M. and et.al., 2018. The Effect of Job Design on the Teachers’ Performance Using
Achieve Model. Advanced Science Letters. 24(1). pp.77-79.
Taylor, T., Doherty, A. and McGraw, P., 2015. Managing people in sport organizations: A
strategic human resource management perspective. Routledge.
Thurgood, G. R., 2016. Job Design, Personality Traits, and the Pursuit of Meaningful Work: A
Configural Approach (Doctoral dissertation).
Online
Five Components of a Human Resource Management System. 2018. [Online]. Available through
<http://smallbusiness.chron.com/five-components-human-resource-management-system-
64231.html>
Job design. 2017. [Online]. Available through <http://www.whatishumanresource.com/job-
design>
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