The paper "Job Design and Human Resource Planning" is a perfect example of human resources coursework. While the business environment has continued to be a crucial base for all forms of organization, the HR function also has its own external and internal environment that makes associated issues exceedingly complex (Noe, Hollenbeck and Gerhart). As indicated by Genç (102), the HRM function has numerous organisational roles such as being a strategic partner in integrating HR and business strategies; strengthening as well as developing business processes and offering crucial human resource services; satisfying workers’ demands; and increasing efficiency and effectiveness in the organisation through the creation of change processes.
Basically, an HR program operates in a multifaceted setting that has numerous elements both internally and externally, and so too as have an HR program that is effective, HR managers have to focus keenly on every facet of the external environment (Dowling, Festing and Engle 18). In society, there are rapid changes taking place and this consequently impact the external environment wherein the organizations operate. As mentioned by Kennerley and Neely (214), changes in the business environment bring challenges that need prompt solutions so that the HR program can be effective.
Recently, there has been a decline in the number of middle-manager jobs, together with an increasing number of baby boomers seeking such positions. Additional challenges like the immigrants’ influx, unemployment, the skills and education gap, changes in lifestyle for dual-career couples, the espousal of innovative technology, and all that have considerably impacted HRM. In this case, the essay critically examines and assesses how the present external business environment impacts job design, human resource planning as well as staffing. Discussion Job Design Job design according to Griffin and Moorhead (126) can be defined as the work arrangement process intended for overcoming or reducing dissatisfaction at the job as well as the alienation of employee attributed to mechanistic and repetitive tasks.
Organizations through job design endeavor to improve levels of productivity through the provision of non-monetary rewards like more satisfaction from individual success in overcoming the challenge of one's work. In this case, job simplification, job rotation, job enrichment, as well as job enlargement are the numerous practices Utilized in the job design exercise.
There are numerous external business environment factors that have an effect on job design; first is the economic factors. Normally, initiatives of job design are attributed to economic changes needed by the external business environment. As mentioned by Pisapia (9), external business environment changes can result in obsolesce of numerous services or products; so, the introduction of new products, products modification, or altering the output or means of delivery in order to exploit a number of underlying opportunities can as well create the need for redesigning jobs.
Besides that, the general wellbeing of the population may as well impact job design since organisation in areas that have hardworking and healthy populations may design jobs so as to make certain that the organisation gets maximum productivity or structuring working hours to introduce over time. Contrary, companies situated in areas where a large percentage of the population is poor, like in the third world cannot hope to achieve a higher level of productivity and efficiency.
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