HRM: Job Redesign, Using Existing Staff, Job Descriptions & Skills

This human resource management case study explores the redesign of internally and customer-facing jobs, weighing the advantages and disadvantages of utilizing existing staff. It details the process of creating job descriptions and person specifications for new roles, emphasizing the importance of aligning employee competencies with organizational goals. The case study highlights the critical skills and abilities required for field sales representatives, contrasting them with those of shop staff, and underscores the need for strategic human resource planning to ensure effective talent management and organizational success. The importance of employee motivation, systematic acknowledgment processes, and competitive compensation packages is also examined to enhance employee engagement and drive organizational performance.

RUNNING HEAD: Human Resource Management 1
Human Resource Management
Case Study
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Human Resource Management 2
Contents
The best process to redesign the internally facing and customer-facing jobs.................................3
The advantages and disadvantages for drawing at least some of the shop workers from existing
staff..................................................................................................................................................4
Process of creating job descriptions and person descriptions for jobs in the shops that do not yet
exist..................................................................................................................................................5
Key skills and abilities of field sales representatives and its difference from shop staff................7
References........................................................................................................................................9

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The best process to redesign the internally facing and customer-facing jobs
There are gaps in between the employees who are directly facing the customers and those who
are working at the back-end. The changes are therefore important to be marked so that the
employees are ready to demark the difference in the organizational changes and improvement.
The purpose here is to attain significant growth and challenges in a long term development. The
organization is facing issue in managing the staff which is directly dealing with the challenges
and matching up with the expectations. The purpose is to manage the balance and getting an
effective growth and development on a long run. This is important enough in synching the
organizational gap and managing the proficiency in allocating the result. The changes in the
organizational growth and advancement need to be managed with a purpose to attain maximum
goal and projecting the organizational growth and development. The challenges in maintaining
the balance is affecting the organization well-being. It is very much affecting the organization
and causing long term ineffectiveness. The ultimate goal is to achieve a balance in between the
employees growth while dealing with the customers. On long run, the purpose is to attain
competitive advantage in matching the interest and allocating the most possible outcome(Noe, et
al 2007, 65). The organizational purpose is to hire employees who are able to match the
competencies and are efficient enough to deal with the customers. There has to be a difference in
choice of people who are working on front end to those who are working on back end. The
strategic approach here is to choose those employees who are efficient in interacting with the
customers. The employees who are working on front end are expected to be more pro-active and
require an effective managerial quality. They are certain for the organizational activities and deal
with the changes in order to define better outcome. It is however important for the organization
to be more effective and carry forward an approach which will enable them in gaining
effectiveness at work(Price,2007, 43). The consistent approach towards the work and a positive
attitude certainly help in gaining long-term sustainable goals. It is certainly important in
managing the quality and pursuing the goals. It is necessary to manage the challenges and
working in a pro-active way which will certainly allow in dealing with the challenges. It is
important for managing the effectiveness and developing the most essential way of gaining
accurate results. The human resource development and effectiveness, therefore resides on
managing effective role. This certainly helps in bringing the best output. The general feature is to

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gain better policies and managing the goals in a better way. The purpose of gaining adequacy is
to generate better functions which will develop effective role and responsibility. The purpose is
to match up with the expectations in order to generate effectiveness(Schuler and Jackson, 2008,
77).
The advantages and disadvantages for drawing at least some of the shop workers from
existing staff
Advantages
By drawing the existing workers, it will be possible for the organization to gain the efficiency. It
is quite evident that the company need not to provide with the training. In this way it is possible
to save the training cost. For an individual it is difficult to train the employees about the
organization. If the employee already was working with the company, it is easy to provide him
with the training(Scullion and Collings,2011, 90). This will certainly help in attaining growth
and development. The organization can therefore attain effectiveness and manage adequate result
in order to procure better results. The growth and development in the company is therefore
important to generate goals and managing adequate result(Stahl, et al 2012,68). The purpose is to
manage the challenges and gaining adequacy. The purpose is to maintain the result and working
on effective growth which will certainly allow in managing the organizational result. The
purpose of the company and the human resource development is to add innovation. The long-
term purpose is to manage the changes and to develop concrete objectives. The core
competencies are to manage the changes and allocating the growth and purpose in a better way.
The long-term purpose is to deal with the challenges and manage the effectiveness in order to
gain proficient results. The purpose is to improve the organizational result and manage the
effective results by gaining effective role and purpose(Wernerand DeSimone,2011,56). The
sustainable role and development of human resource department is to attain growth and process.
This will certainly allow in managing the growth and managing an accurate way to gain
knowledge and development. The purpose of the knowledge development and growth is to sync
the efforts and manage the effective role in the most possible way(Storey, 2007,44). It is
somehow important for the organization in dealing with the systematic approach and managing
the proactive approach in dealing with the challenges. This is certain for the company in

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matching the expectations and gearing up with the expectations. The general perception behind
the human resource management and development is to attain definite results. The purpose is to
gain adequacy and acknowledging the efforts in order to form the most appreciable results. The
long-term purpose of the company is to gain adequate result and to focus on maintaining the
adequate goals which will certainly help in achieving results. It is necessary from the point of
view of gaining better results and proceeding towards the growth and development(Armstrong
and Taylor, 2014,55).
Disadvantage
There has been a persistent issue in managing the organizational growth and development by
motivating the effectiveness in the human resource development. It is important from the point
of view of gaining effective knowledge and persuading long-term effectiveness in an
organization. The purpose is to manage the changes and allocating the most possible changes in
order to gain competent results. The purpose is to manage the challenges and putting forward
the need of gaining effective role and responsibility(Bloom and Van Reenen, 2011). The
disadvantage is to manage the changes and to attribute variable changes and procuring the most
focused long-term growth. The challenges are to gain proficiency in order to avail progressive
growth. The purpose is to manage the challenges and valuing the effective role and
responsibility. The purpose is to manage the disadvantage and allocating the probably due to the
changes in the human resource planning. The changes can be well initiated by the process of
generating effectiveness and gaining the changes in the process of human resource development
it is necessary for handling responsibility to only those employees who are proficient at their
work(Brewster, et al 2016,106).
Process of creating job descriptions and person descriptions for jobs in the shops that do
not yet exist
Job description with a specific end goal is to guarantee predictable work. The activity needs to
incorporate every single extension relating to the HRM. This will help in dealing with the whole
activity in a sufficient way. The human asset should be designated by breaking down the activity.

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Legitimate practicality is impacted by various components(Jamali, et al 2015, 88). These
capacities incorporate the Expected set of responsibilities, details and outline that are important
to be attempted keeping in mind the end goal to increase hierarchical competency. These
elements include: activity, assemble relations, systems and structures, the general population's
segments (limit, motivation to work, part)( Marchington et al 2016). It likewise centres upon the
money related condition, physical condition, and inventive condition). In this examination they
perceived eight principal attributes of significance which appear to speak to accomplishment: a
slant for action; that is being arranged and with an inclination for finishing things; close to the
customer; that is, tuning in and picking up from the overall public they serve, and give quality,
advantage and steady quality; autonomy and business venture; that is, improvement and risk
taking as a normal strategy for completing things; productivity through people; that is, regarding
people from staff as the wellspring of significant worth and proficiency; hands-on, regard driven;
that is, having all around characterized basic speculations and best organization remaining in
contact with the 'front lines'; hold fast to the sewing; that is, a great part of the time, staying
close-by to what you know and can do well; fundamental shape, lean staff; that is, essential
structures and systems, and few best level staff; synchronous free tight properties; that is,
operational decentralization yet strong concentrated control over the couple of, basic focus
regards(Purce, 2014, 123).
Armstrong, M. (2014) portray a viable relationship as one that adequately achieves these goals
while in like manner meeting its obligations to its accomplice. As he might want to think, there
are authoritative and people factors which make implementation of business functions at
different level. Putting a right individual at a right place is one of the essential elements of the
Hrm(Riley, 2014). The managerial components which make legitimate accomplishment are: a
strong visionary expert from the fundamental; an evidently described and especially bestowed
sentiment reason imparted as a mission; a regard structure kept up all through the affiliation
which emphasizes execution, quality and the commitments of the relationship to its accomplices;
the key capacity at senior organization level to develop long range gets ready for the
accomplishment of the affiliation's principle objective inside the arrangement of its
organization(Marchington,et al 2016, 74).

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Another capacity of the HRM division is to make an advancement arrangement to pick up
sufficiency. The reason for the Personnel development is to drove by the best, however building
the relationship, to achieve world class levels of execution by technique of benchmarking,
endless change and, essential, re-fabricating the business. It is all around agreed that various
levelled reasonability is in like manner astoundingly dependent on the idea of the all inclusive
community in the affiliation and how well they are administered. It has from time to time been
fought that people have the impact. Definitive execution depends upon people organization
practices which engage and focus: movement, imaginativeness, motivation, capacity, flexibility,
business presentation, and commitment(Sparrow,Brewster and Chung,2016, ).
Key skills and abilities of field sales representatives and its difference from shop staff
Employee inspiration is the way to pick up confide in workers. For picking up representatives
believe it is essential to build up an orderly acknowledgment process. It is suggested that the
association should do the acknowledgment procedure by assessing it on the yearly premise.
Workers ought to be tuned in the examination meeting and ought to be given a chance to gauge
compelling development. So as to acknowledge workers endeavours the association need to
acknowledge singular endeavours. There is a successful evaluation, remuneration and reward
strategy. Reward is been paid on the every year premise. Workers are given a chance to show
their perspectives and give a successful survey toward the finish of the year. The association is
situated at a standout amongst the best place by picking up workers intrigue. They are purposely
working to give pertinent outcomes. The company is giving the best compensation in the
business and along these lines giving workers with different advantages keeping in mind the end
goal to develop all the more effectively. They have inevitably picked up a superior position in
the market because of its targets and enthusiasm to over perform. The representatives are
procured on best bundles that are helping in meeting the destinations of the association. A
business mark passes on the identity, standards, and remaining of the association. A solid
business mark is focusing on way of life to individuals that in the event that will permit in
including character by directing the favored understanding. This additionally helps in pulling in
wanted employment hopefuls. This permit in creating potential from enrolment to retirement
keeping in mind the end goal to advance a solid case of manager mark characteristics this is
essential for an association to oversee with a specific end goal to increase compelling outcome.

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This will be useful in meeting the present and in addition future necessities. Keeping in mind the
end goal to pick up an upper hand preparing and profession administration is vital for the
association in accomplishing manageable targets. The reason for adjusting the goals is to meet
the present and future needs. Preparing and advancement is useful for the association in the event
of social esteems. This is critical in managing the issues that the employee runs over in meeting
the reason. In the given circumstance a future pursuit gathering enables the gathering of
individuals to extend a grouping of choices for the future and to concur on an activity design.
This will help the members in settling on choice and permit in usage of plan in a successful way.
A future hunt meeting helps in building up a practicable arrangement that aides in joining the
necessities and wishes. These designs permit in meeting the favored future vision of the
organization. The inquiry identified with the association that draws consideration of the workers.
The association is known for its proficient administrations looking for consideration of
individuals. This will help in meeting the imperative objectives. The corporate technique in the
association will permit in meeting with the practical goals.

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References
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. The Netherlands: Kogan Page Publishers.
Bloom, N. and Van Reenen, J., 2011. Human resource management and productivity. Handbook
of labor economics, 4, pp.1697-1767.
Brewster, C., Houldsworth, E., Sparrow, P., and Vernon, G. 2016. International human
resourcemanagement. The Netherlands: Kogan Page Publishers.
Jamali, D. R., El Dirani, A. M., and Harwood, I. A. 2015. Exploring human resource
management roles in corporate social responsibility: the CSR‐HRM co‐creation model. Business
Ethics: A European Review, 24(2), 125-143.
Marchington, M., Wilkinson, A., Donnelly, R. and Kynighou, A., 2016. Human resource
management at work. The Netherland Kogan Page Publishers.
Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M., 2007. Fundamentals of human
resource management. Boston, MA: McGraw-Hill/Irwin.
Price, A., 2007. Human resource management in a business context. NSW: Cengage Learning
EMEA.
Purce, J. 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management, OXON: (Routledge Revivals), 67.
Riley, M. 2014. Human resource management in the hospitality and tourism industry. OXON:
Routledge.

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Schuler, R.S. and Jackson, S.E., 2008. Strategic human resource management. West Sussex:
John Wiley and Sons.
Scullion, H. and Collings, D., 2011. Global talent management. OXON: Routledge.
Sparrow, P., Brewster, C., and Chung, C. 2016. Globalizing human resource management.
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Stahl, G.K., Björkman, I. and Morris, S. eds., 2012. Handbook of research in international
human resource management. Northampton: MA Edward Elgar Publishing.
Storey, J., 2007. Human resource management: A critical text. NSW: Cengage Learning EMEA.
Werner, J.M. and DeSimone, R.L., 2011. Human resource development. NSW: Cengage
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