Analyzing Job Design: Motivation, Incentives, and HR Training Impact

This essay examines the crucial role of job design in human resource management, emphasizing the importance of motivation and incentive systems. It highlights how training activities enhance employee skills and confidence, leading to improved performance and the achievement of organizational goals. The essay discusses the link between training and incentives, illustrating how effective training programs can motivate employees to earn rewards and contribute to increased productivity. It also addresses the significance of designing jobs to foster motivation and creating incentive programs that align with organizational objectives. By investing in employee training and development, organizations can demonstrate their commitment to employee growth and enhance overall job satisfaction. The analysis underscores that a well-designed job, coupled with targeted training and appropriate incentives, is essential for maximizing employee potential and achieving organizational success. Desklib provides a platform for students to access this and other solved assignments, enhancing their understanding of HRM concepts.

Human resource management
Human Resource Management

Human resource management 1
Job design is considered as a basic function of human resource management and it is also
concerned with the specification of contents, methods and also the relation of jobs so that
technological and organizational requirements can be satisfied. It is seen that job design is the
method of organizing the work as it is related to defining the process of job and also with the
structure at the workplace. As it is seen, that human resource management tries to enhance the
overall satisfaction level of the employees and also job design consider the satisfaction of the
jobs from the given tasks and responsibilities.
Job design is important to evaluate the factors like duties and techniques, motivation and
skill required (Armstrong and Taylor, 2014). There are many components of job design like Job
specialization, job expansion, psychological components and motivation and incentive systems.
One of the human resource activities of the organization is training on which discussion will be
made. For this paper, the component of job design which is selected is motivation and incentive
system and human resource activities are training and development.
The major component of job design is motivation and incentive. One of the important
human resource activities is training. It is analyzed that training is one of the important activity
of human resource. It assists the employees to conduct the activities in a more efficient manner.
It is seen that there are many people who are self-motivated and train themselves on their own
(Pinder, 2014). There are many other people who are not motivated and require motivation so
that they can conduct the activities in a proper manner. The people who are not motivated
require proper training so that the efficiency of the work can be enhanced. Training helps to
boost the confidence level of the employees as it helps to give knowledge that how the activities
should be done (Bratton and Gold, 2017).
Training programs are the best way to motivate the learners so that they can conduct and
participate in training. Also, incentives are also one of the best ways to motivate the learners.
To reward the learner to participate in the training provide them to enhance the satisfaction level.
It is seen that incentives are effective and help to motivate the employees to give their
best. Incentive performance center has seen that properly constructed incentive program can
enhance the overall performance of the employees. It is seen that training is given by the human
resource management who sees that each and every employee should be trained enough to

Human resource management 2
conduct the activities of the organization (Haff and Triplett, 2015). If proper training is given to
the employees then it can be easy for them to earn incentives.
Training gives knowledge that how the activities should be completed so that incentives
can be earned. It helps to enhance the working skill of the employees so that they can achieve
incentive and can get rewards from the top management (Miner, 2015). It is seen that
organization devotes more resources to give education to the employee under the assumption that
to increase employee skills is important for the individual and also for the employee. It is seen
that the investment which is done in the employee development is related with the expectation of
the company of enhancing the skills and also in enhancing the overall productivity (Brewster et
al., 2016).
It is seen that training enhances the cost of the organization but if it is done properly then
it can be beneficial for the organization. The link between training and incentives is this that if
the employee is efficient then the knowledge can be enhanced through the training. It is also seen
that training affect the working pattern of the employees. Working pattern can help the
employees to achieve rewards and incentives by performing in a good way (Marchington et al.,
2016).
For example: If employee A is given training then it is seen that knowledge is enhanced
by the employee to perform in a proper manner. Then the activities are conducted according to
given task and efficiency will also be maintained. He will perform in such a manner so that
incentives can be earned and if a comparison is made with the employee B who is trained but is
not motivated to earn incentives then it is difficult to achieve efficiency and goals in a proper
manner.
It is also important to induce the employees so that they can attend the training programs
in a proper manner. Every company should focus on offering training with the help of the
practical examples so that they can easily grab the ideas and knowledge that are given to them.
Training is also one of the effective ways in which the organization can show that they care
about the employees. By this human resource activity, only the employee will be able to enhance
their satisfaction level in a proper way. It is important to take into consideration the criteria in
which way the employees should be trained so that each and every employee can understand the

Human resource management 3
pattern of working and how activities are conducted in the organization. Motivation is enhanced
with the help of training only. Motivation is a component of job designing, so the job should be
designed in such a way that it helps to motivate the employees in an effective manner (Storey,
2014).
So, this states that there is a proper link between motivation and reward system and
training. It is seen at the time of developing the incentives programs there are many things that
should be considered like: if a trainee wants to achieve the objectives than it is important to train
the employees in such a manner that goals and objectives can be attained easily.
References
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C., Houldsworth, E., Sparrow, P. and Vernon, G., 2016. International human resource
management. Kogan Page Publishers.
Haff, G.G. and Triplett, N.T. eds., 2015. Essentials of strength training and conditioning 4th
edition. Human kinetics.

Human resource management 4
Marchington, M., Wilkinson, A., Donnelly, R. and Kynighou, A., 2016. Human resource
management at work. Kogan Page Publishers.
Miner, J.B., 2015. Organizational behavior 1: Essential theories of motivation and leadership.
Routledge.
Pinder, C.C., 2014. Work motivation in organizational behavior. Psychology Press.
Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals).
Routledge.