Requirement for work design pilot at CERA
Discuss about the Human Resource Management Practices And Competitive Advantage.
Human resource management as the term suggests refers to the management of the human resources of any concerned business organization. Business organisations generally tend to have an entire department that is dedicated to the management of the human resources of the concerned organisation (Cascio, 2018). The key concern of the department of human resources of the organisation is the management of the members of the workforce of the organisation while fixing the focus on the policies and the systems that have been set by the concerned organisation (Bratton & Gold, 2017). CERA or the Civil Engineering and Research Associates, founded in the year 2007, aims to be one of the most sought-after organisations within the Australian civil construction industry that offers its clients with the consulting services (Cera.org.au., 2018). The following report aims to discuss the work design pilot of CERA with a special focus on the plethora of employee management practices that have been present within the organisation. The report attempts to provide Rachel Amaro with the needed advice in the matters that deal with the proper designing of the jobs that helps to ensure the fact that the innovative behaviour is supported as well as the employees of the concern are managed in a proper manner.
The involvement of Kellie Lincoln and Mark French has helped CERA to attain the clarity about the strategic goals and the vision of the company. The concerned management of the company has decided to implement the innovativeness in the products and services that it extends to the concerned clientele of the organisation as well as manage the orientation of the provided services with the help of the enhancements in the designs and the engineering services that the company extends to the consumers (Brewster, 2017). The concerned company had been facing major issues in the matters that dealt with the proper planning with regards to the workforce of the organisation. As a result of the concerned situation, the company was reported to have faced sufferings in aa number of areas inclusive of those that dealt with the responses to the factors that pertained to the external environment within a short time interval. This had led to the hindrances in the matters that are related to the growth and the development of the organisation thereby leading to the necessity in the field of the management of the various members of the workforce of the organisation (Alfes et al., 2013). This led to the conditions wherein the development of a work design pilot was necessary on the basis of the external market data and the information that was based on the potential and feasible demands.
Job designs supportive of innovative behaviour
The company in discussion also faces the issues that are related to the gaps that exist among the various applicants and the skills that are required for the concerned posts that are present within the company at a given point of time. It might be said that the company does not follow the proper strategies in the fields of the recruitment, due to which the proper and the needed candidates might not get attracted which might result in the creation of the various issues in the field. The company is advised to forecast the human resources goals. The human resources manager of the company is advised to ensure the completion of the demands of the workforce and the identification of the various abilities and skills of the concerned employees (Renwick, Redman & Maguire, 2013). The human resource managers of the concern are advised to demonstrate the utilization of the techniques that pertain to the gap analysis in the prediction of the various labour demands that might be faced by the company in the future as well as the comparison of the same to the skills that are depicted by the current workforce members of the organisation.
The employee performance measurement might be crucial for gathering knowledge on the proper management of the human resource planning and assists the job designing processes in a manner that supports the innovative behavioural patterns that are depicted by the concerned members of the society. In order to overcome the existing gaps in CERA and bring about an improvement in the organisational efficiency, the concerned management might be advised to keep an eye on the matters pertaining to the real-time performance and the expected performance of the concerned employees of the organisation (Alfes et al., 2013). The transitional matrix analysis is advised to be used in the matters relating to the identification of the existing gaps in the employees of the organisation. This in turn might help the concerned managers in the accomplishment of the aims and the objectives of the concerned organisations as well as bring about the concerned innovations within the concerned organisation.
CERA had been experiencing a huge gap in the actual number of members present and the number of members that are needed in the company. The human resources department of the organisation is advised to design the concerned job openings in a manner that help to attract the potential employees of the concern and also help in the retention of the existing members of the workforce (Malik & Naeem, 2013). This might help in providing the long-term solutions to the various problems that might be faced by the concerned company (Lazaroiu, 2015). The concerned human resource department is advised to put forth a depiction of a good work environment that consists of a great work culture which might help the concerned employees to be motivated in the job that they have been assigned and help in the increment of the job satisfaction that they might receive in the matters pertaining to their jobs. The employees of the organisation should be motivated to perform to the best of their potential. The human resources department of CERA might consider the implementation of the advanced technologies as a part of the various measures that pertain to the reduction of the workload and the enhancement of the capabilities of the production as well as the reduction of the cost of operations that is incurred by the concerned company. The concerned employees are advised to be granted access to the proper amount of training and the developmental sessions that are necessary for the enhancement of the various attributes, aptitudes and skills during their tenure of service to the concerned company (Ozguner & Ozguner, 2014). This might help in overcoming the issues within the organisation that pertain to the lack in the number of the members of the workforce of the organisation.
The job designing might help the concerned human resource manager in the creation of the job satisfaction among the concerned staff members of the organisation thereby providing them with the necessary motivation and encouragement in the various challenges that are related to the jobs and the roles that are played by the concerned members of the workforce (Yusoff, Kian & Idris, 2013). The best way to provide the concerned employees with the necessary motivation would be the granting the concerned staff with the various rewards and the recognitions in the concerned fields of work. The company is advised to formulate the various processes that might help to provide a clear picture of the job that is assigned to the staff and at the same time assist the employee to feel valued at the company. Rachel Amaro should be intimated about the changes that might be implemented in the job design of the organisation.
The concerned authorities of the organisation are advised to analyse the requirements of the job and then assign the most able employee to the job at hand. Israel Tobin is advised to demonstrate the skills that are required in the implementation of the human resource management strategies that are considered to be the most effective in the matters that pertain to the improvement in the involvement levels of the concerned employees as well as their respective production levels.
The Herzberg theory on motivation tends to put forth the discussion on the motivational and the hygiene factors that are involved in matters that deal with the motivation of the workforce members of CERA (Miner, 2015). The various factors that are considered to be helpful in the matters that deal with the motivation of the employees are the opportunities provided to the employees for the learning and the growth, better working conditions and the various financial and non-financial rewards that need to be extended to the employees as an acknowledgement for the services that they have been offering to CERA in this case (Smith & Shields, 2013). The company is advised to adopt the humanistic approach to the designing of the jobs as this might help in boosting the employee morale and simultaneously maintain the ethics and the values that are maintained by the organisation.
The company might be advised to employ the various techniques that are employed by the entrepreneurs in order to deal with the conditions that might have been occurring in the concerned company. The involvement of the entrepreneurship techniques in the matters that deal with the work design pilot within the organisation might help in bringing about an easy dealing in the matters that relate to the business activities, the liquidity of the capital market, the cost of the business start-ups and the other regulatory burdens. The afore-mentioned matters are observed to be advantageous in the context of Australia as compared to the other members of the OECD committee.
The Global Entrepreneurship Monitor of 2014 revealed the fact that almost 53.4% of the Australian citizens opined that the entrepreneurship is one of the great career choices of the age group that was aged between 18-64. The majority of the people who have been belonging to the afore-mentioned age group tend to provide for the new and unique ideas that might help the concerned companies to bring about an improvement in the overall performance of the company. The Australian Innovation System Report of 2015 reveals that the concerned citizens of Australia tend to put forth the fear of the failure that the concerned entrepreneurial ideas that they have been coming up with. Rachael Amaro is advised to incorporate some of the ideas that are provided by the various employees in the matters that might help in bringing about an improvement in the current conditions of the company in discussion, CERA.
The strengths and weaknesses of employees is necessary to be assessed to understand the areas of their individualistic improvements, thus gradation or measurement of employee performance becoming too fundamental a role in a company to ignore. Mandatory aspects of the human resource management include tracking and measurement of employee performances, which in turn would control their behaviour at different occasions thus helping them to cope up with the difficulties in various situations, involving higher flexibility in job designs (Van Der Aalst, La Rosa & Santoro, 2016). The measurement of the skill and level of delivery of jobs by corresponding employees definitely possesses its own importance which needs to be taught to Rachel Amaro for creating and designing jobs in a unique fashion to keep corresponding customers happy and help in more efficient strategic human resource planning. Understanding the advantages of employee performance measurement would urge Rachel to develop an efficient work culture in the workplace, which could offer positive working situations for the employees. This, as a result would help them to take more accurate decisions regarding specific business targets, therefore ensuring more effective human resource planning at CERA, Australia. Rachel needs a creative atmosphere for work where employees would exhibit diverse creative and thinking abilities and can tackle tasks easily (Laudon, & Laudon, 2016). As is evident from the nature of the two entities, performance measurement and continuous upgradation are connected. This is due to the fact that tracking of information and data related to the accountability and responsible deliveries of the employees, their improvement via learning, and their weaknesses as well can be identified, which shall also help in retaining a proper systematic procedure (Chelladurai & Kerwin, 2017). This in fact would impact the strongest performance measurement system via role and responsibility assignment to organisational workers who in turn would be able to integrate organisational information thus calculating their progress.
A few advantages that seem achievable are progress tracking of employees and considering it accountable for the theory of respective changes within the company. Furthermore, this would make sure that there is proper implementation of programs and initiatives as designed in the respective job roles (Budhwar & Debrah, 2013). This would also analyse the insights for securing better results. The success achieved can be shared in addition to the rate of success both internally and externally. The efficiency of this program would encourage thorough evaluation of progress as well.
Human resource management information system when implemented will provide as one of the chief tools for creating jobs in human resource area and thus enable innovation as well. This is a software which can be operated at CERA to gain access to specific data related to employees and their behaviour that could enhance the decision-making procedure. In addition to the proper designs for the job roles, the appropriate aspirants would be chosen at CERA via the analysis and examinations of their resumes. The use of HRIS at CERA would provide easy solutions in training, activities related to pay rolling, recruitment and selection procedures, and manage flexible design in the sector controlled by Rachel (Albrecht et al., 2015). There would be regular monitoring of employee performances and guide employees in the proper direction as well, in order to achieve the required objectives at CERA.
The gaps and absence found in performance of employees if present would be identified and rectified as well, while improving the human resource management practices, in terms of more efficient process of increment, transfer, promotion or recruitment of employees in order to fill up labour demands (Kehoe & Wright, 2013). The weaknesses of certain employees would determine the structure of the training and developmental programs, in order to appropriately increase their skills and knowledge (Purce, 2014). Thus, all these areas of human resource management need to be comprehended by Rachel Amaro to furnish jobs within her department and uphold innovative and constructive behaviours all about.
Conclusion
The issues faced by CERA include shortage of labour supply, improper handling of working conditions and inefficiency to populate positions for certain job roles in the workplace. In order to enable innovation and constructiveness appropriate jobs were needed along with analysis of deficiency in performance of employees. This also ensured the successful and creative nature of the workplace as a whole thus supporting the workplace with a boost of autonomy. On an ending note, implementing human resource management information should pave the way for more favourable working conditions and assist creation of better job designs to uphold innovation and constructiveness at CERA, Australia.
References
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