Report on HRM at CERA: Enhancing Job Design and Performance Review

This report delves into the human resource management practices at CERA, focusing on job design and performance management. It examines the current job design strategies at CERA, identifies gaps in the company's approach, and highlights the significance of effective job design for employee innovation and satisfaction. The report further explores methods for monitoring employee performance, including the use of human resource information systems, while also acknowledging the limitations of existing performance management practices. The analysis culminates in recommendations for implementing a robust performance appraisal system to improve overall organizational performance. Desklib provides a wealth of similar solved assignments and past papers for students.

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

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EXECUTIVE SUMMARY
The performance management within a given organization generally refers to the various process
of the collection of the evidence, the analysis of the evidence and the reporting of the evidence
linked to the fulfilment of the expected performance of an individual, group or an organization.
The job designing within an organization refers to the process wherein the management of the
company identifies the proper employee for the concerned job at hand through the analysis on
the requirements of the job based on the required skills as well as the responsibilities of the
concerned job. The job design in an organization further helps in the matters that are related to
the retention of the employees of the organization. The following report discussed the work
design of CERA and proceeded further to discuss the issues faced in the performance
management of the company. The report concluded with the recommendations to implement a
proper performance appraisal method in the company.

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Table of Contents
Introduction..........................................................................................................................3
Job Design at CERA........................................................................................................3
Gaps addressed............................................................................................................4
Significance of job design...........................................................................................5
Employee innovation and job design...........................................................................5
Approaches to job design.............................................................................................6
Monitoring the employee performance.......................................................................7
Human resource information system...........................................................................7
Limitations of performance management........................................................................8
Recommendation...........................................................................................................10
Conclusion.........................................................................................................................11
References..........................................................................................................................12

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Introduction
The job design within a given company is helpful in the matters that are related to the
organizational as well as the technological requirements and the personal as well as the social
requirements of the organizational workforce. The job designing activities within an organization
might help in the matters that are related to the effectiveness of the individual innovation as well
as the performance of the various employees of the organization (Stone, 2013). The performance
management within a given organization generally refers to the various process of the collection
of the evidence, the analysis of the evidence and the reporting of the evidence. These evidences
are majorly linked to the fulfilment of the expected performance of the concerned individual,
group or an organization (Ulrich, 2013). The following report aims to discuss the work design of
CERA and proceeds to discuss the issues faced in the performance management of the company.
The report nears its end with the recommendations to implement a proper performance appraisal
method in the company.
Job Design at CERA
The job design within a given company refers to the matters that are related to the
specification of the contents, the methods and the relationship maintained within the given jobs.
This is helpful in the matters that are related to the organizational as well as the technological
requirements and the personal as well as the social requirements of the concerned member of the
workforce of the organization. The main purpose of the activity of job design is to put forth an
improvement in the matters that are influential for the job satisfaction of the employees of the
organization (Hill, Jones & Schilling, 2014). The job design in an organization further helps in
the matters that are related to the retention of the employees of the organization. The proper

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designing of the jobs at the organization in discussion, CERA would further help in the matters
that are related to the improvement of the quality of the work within the organization.
Gaps addressed
The presented scenario helps in the discussion of the major role of the concerned human
resource manager in the given organization, Civil Engineering and Research Associates or
CERA. The major function of the given human resource manager at a concerned company is to
examine the human resource of the organization and thereafter planning the growth and the
sustainability of the given organization. The gap analysis within the given organization helps in
the prediction of the requirements and the labor demand in the future days within the given
company. This might be done by the proper identification of the skills and the abilities that are
depicted by the concerned company (Alfes et al., 2013). The concerned human resource manager
of the company in discussion, Civil Engineering and Research Associates or CERA, Israel
Tobin, is advised to perform a proper gap analysis of the concerned employees of the business
organization. This also includes the measurement of the knowledge of the employees of the
organization, the innovativeness as depicted by the concerned employees and the ability of the
concerned employee to execute the various skills that are applicable in the concerned market.
The human resource manager is observed to have been implementing the processes that should
be related to the retention of the employees as well as put forth an increment in the performance
of the concerned company.
The table 7.2 reflects that the company has been planning on short term solutions in order
to meet up with the gap in the performance of the employees of the organization. the table
suggests that the human resource manager of the company in discussion, Civil Engineering and
Research Associates or CERA, Israel Tobin, has suggested activities like outsourcing the jobs

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within the company and the over-timing by the existing employees of the organization as some
of the ways for the addressal of the gaps within the concerned organization.
Significance of job design
The job designing activities within an organization might help in the matters that are
related to the effectiveness of the individual innovation as well as the performance of the various
employees of the organization. The job design within an organization assists in the matters that
are related to the proper and effective modifications within the workforce of the given
organization. The job designing within an organization is known to be helpful in the matters that
are related to the reduction in the dissatisfaction levels of the concerned employees of the
organization (Bamberger, Biron & Meshoulam, 2014). The job designing within an organization
also helps in the management of the various hostile situations that arise among the employees of
the organization due to the monotonous nature of the job as well as the routine nature of the job
responsibilities of the given employees of the concerned organization. The researches in the
concerned field have depicted the fact that the innovativeness of the given employees within the
organization is majorly depicted in the conditions wherein the company provides the employees
with the intrinsic motivational factors like the promotion to the better job roles as compared to
the extrinsic motivational factors like the various compensations including the incentives.
Employee innovation and job design
The job design within the organization should be designed in order to endorse the
innovative nature of the staff of the business organization. This is helpful in the matters that are
related to the organizational as well as the technological requirements and the personal as well as
the social requirements of the concerned member of the workforce of the company (Bamberger,
Biron & Meshoulam, 2014). The main aim of the activity of job design is to put forth an

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improvement in the matters that are influential for the job satisfaction of the workforce of the
organization. The job design in an organization further helps in the matters that are related to the
retention of the employees of the organization.
Approaches to job design
The concerned company in discussion, Civil Engineering and Research Associates or
CERA might be advised to follow certain approaches towards the implementation of the
effective job designing within Civil Engineering and Research Associates or CERA. The job
designing within an organization refers to the process wherein the management of the company
identifies the proper employee for the concerned job at hand through the analysis on the
requirements of the job based on the required skills as well as the responsibilities of the
concerned job (Baer et al., 2018). This might help in the matters that are related to the
effectiveness within the process of the workflow within the organization. the various approaches
towards the job designing are enlisted as follows.
 Human Approaches
 Approaches towards the job enlargement
 Approaches towards the job enrichment
The department of the human resource at the company in discussion, Civil Engineering
and Research Associates or CERA might be advised to implement all the approaches mentioned
above in order to implement the matters that are related to the implementation of an effective job
design approach within the company in discussion, Civil Engineering and Research Associates
or CERA.

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Monitoring the employee performance
The company in discussion, Civil Engineering and Research Associates or CERA, is
advised to track and measure the employee performance so as to improve the overall
performance of the concerned company. The job performance of the employees of the company
is known to be crucial to the overall success of the employees of the company. The performance
of the concerned employees of the organization is known to be helpful in the matters that are
related to the satisfaction as well as the performance of the concerned employees (Oldham &
Fried, 2016). This in turn reflects the sustainability of the concerned organization. the
organizational strength is majorly dependent on the ability of the human resource department as
well as the other managerial departments within the organization in order to undertake the
decisions for the betterment in the performance of the company on the basis of the performance
of the organizational workforce.
Human resource information system
The human resource department within the given organizations are known to have been
implementing the various information systems that allow them to track the performance of the
employees within any business organization. The software programs that are generally used in
these matters are generally helpful in the matters that are related to the access to the data that is
required for the proper managerial decision-making within the organization. The company in
discussion, Civil Engineering and Research Associates or CERA, is advised to implement the
various processes that are related to the monitoring and the tracking of the concerned members
of the workforce of the department of the company that is managed by Rachael Amaro. The
activities of the department of human resource are not considered to be complete without the
implementation of the monitoring of the feedback and the performance of the employees of the

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given organization. The concerned company is also advised to implement the various matters
that are influential in the use of the digital technology in the matters related to the
implementation of the technological factors within the given organization. these might be helpful
in the matters that influence the monitoring the performance of the staff within the given
organization.
Limitations of performance management
The effective measurement of the employee performance within the organization is
known to have been affecting the proper management of the overall performance of the company
in discussion, Civil Engineering and Research Associates or CERA. The performance
management within a given organization generally refers to the various process of the collection
of the evidence, the analysis of the evidence and the reporting of the evidence. These evidences
are majorly linked to the fulfilment of the expected performance of the concerned individual,
group or an organization. The effective nature of the management of the performance of the
employees within an organization considers the expectation of the management of the concerned
management of the organization from the employees, the various activities on the part of the
concerned management of the organization to facilitate the proper performance of the concerned
employees of the business organization (Bernardin & Walter, 2013). The effective nature of the
management of performance of the workforce within an organization further takes into
consideration the factors that influence the encouragement provided to the staff of the business
organization, the measurement of the performance delivered by the staff of the business
organization as well as the activities that involve providing feedback to the staff of the business
organization.

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The company in discussion, Civil Engineering and Research Associates or CERA, is
observed to have been lacking a proper performance measurement strategy within the company.
The company is also observed to have been lacking in the measures related to the motivational
approaches to the concerned employees. This has led to the lack of the innovativeness that
should have been depicted by the concerned employees of the organization (Tseng, 2014). The
company in discussion, Civil Engineering and Research Associates or CERA has also been
lacking in the matters that are related to the techniques of retention of the experienced employees
of the organization. this has led to the conditions wherein the company experiences a shortage in
the engagement of the employees of the organization towards the overall performance of the
business organization in the given market.
The company in discussion is also observed to have implemented an improper rewards
system within the organization. The senior level employees within the organization has been
observed to have been receiving more rewards and benefits rather than the employees who have
been serving at the lower hierarchical levels of the organization. This has led to the enormous
amount of the dissatisfaction among the employees who have been serving at the lower
hierarchical levels of the organization (Ferreira &Otley, 2013). The company in discussion is
also observed to have been suffering from the major misalignment in the matters that are related
to the performance of the staff of the organization and the objectives set by the concerned
organization. The company in discussion is also observed to be lacking in the matters that have
been influencing the proper strategies of providing compensation to the concerned employees of
the organization. The company also lacks in the implementation of the proper strategies of
receiving feedback from the concerned employees of the organization. The employee feedback
strategies are known to have been influencing the improvement in the overall performances of

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the company (Van Dooren, Bouckaert & Halligan, 2015). The feedback strategies can thus be
inferred to affect the retentions of the employees within the organization thereby reflecting a
reduction in the employee turnover within the organization.
Recommendation
The company in discussion, Civil Engineering and Research Associates or CERA, might
be advised to follow certain measures so as to deal with the numerous issues that have already
been discussed in the previous section. The company in discussion is observed to have been
following the approaches that aim to uphold the objective in the major management of the
organization. The company might be recommended to follow the procedures that would help
them in the matters that are related to the effectiveness of the measurement of the performance of
the employees as well as assist the concerned management to provide effective feedback to the
concerned employees of the organization (Brutus, Fleenor & London, 2016). The concerned
organization might be advised to implement the 360-degree performance appraisal method in
order to deal with the collection of the information on the basis of the performance of the
employee of the organization (Bohl, 2013). The proposed method of the performance appraisal
would help the concerned human resource department to collect information from the higher
management, the immediate supervisors as well as the peer group of the concerned employees of
the organization.
The proposed method of the performance appraisal, the 360-degree performance
appraisal method, would help the concerned department of human resources to assess the actual
performance of the employees of the organization (Carless, Mann & Wearing, 2015). The
concerned human resource department is further advised to provide the proper feedback to the
concerned employees of the organization. This might help in the matters that are related to the

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improvement of the strengths of the employees as well as the reduction in the weaknesses of the
concerned employees of the organization (Levy & Williams, 2014). The 360-degree performance
appraisal method might, however, lead to the arousal of conflict among the concerned members
of the organization due to the collection of the information from the varied sources within the
organization (Buckingham & Goodall, 2015). Thus, the concerned human resource department is
advised to maintain the privacy in the collection of the data. The company is also advised to
maintain the confidentiality of the collected responses in order to avoid the situations of conflict
within the company.
Conclusion
Thus, from the above discussion it might be derived that the company in discussion, Civil
Engineering and Research Associates or CERA, has been facing numerous issues in the factors
that have been related to the job design within the company as well as the management of the
performance of the company. The company in discussion, Civil Engineering and Research
Associates or CERA, is advised to track and measure the employee performance in order to
improve the overall performance of the concerned company. The performance of the concerned
employees of the organization is known to be crucial to the overall success of the concerned
employees of the organization. The concerned organization might be advised to implement the
360-degree performance appraisal method in order to deal with the collection of the information
on the basis of the performance of the concerned employee of the organization.

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Design, Diversity and Creativity. In Academy of Management Proceedings (Vol. 2018,
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extended framework for analysis. Management accounting research, 20(4), 263-282.

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Hill, C. W., Jones, G. R., & Schilling, M. A. (2014). Strategic management: theory: an
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