Human Resources

Increasing changes in the workplace environment (on internal, external, local and global dimensions) have put increasing pressure on human resource managers. This has not only affected the role of human resource management in relation to personnel, but it has also transformed the relationship between human resource strategy and corporate strategy. After years of being perceived as one more component of the production line, as dispensable and replaceable, and as insignificant to organization performance, today’s personnel are gaining their long overdue respect as having a significant effect on overall organizational performance:

What we seem to be witnessing are indications that a transformation is taking place, as well as a possible metamorphosis in human resource management, both of which are in response to profound changes in the environment in which organizations operate. At the heart of these two components of change is the compelling need for flexibility/adaptability, quality, and efficiency, not only in methods of production and in workplace practices around which work is organized and managed but also in the work force itself. The skills and commitment of employees have become critical ingredients in enhancing productivity, organizational performance, and competitiveness.

Human resource management is responsible for a host of factors that affect these two components o

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analysis; insufficient funding; lack of management support for training program” (Milkovich et al. 497). JOB DESIGN Job design “refers to the specification of tasks which constitute a job description and the allocation of work within that framework. Motivational theories would suggest that optimum job design seeks to utilize fully the skills and competencies of individual employees, while devolving maximum responsibility to provide opportunities for decision-making and personal development” (Molander and Winterton 143). While job design or job redesign do have some inherent limitations (just like personal bias or perception errors in performance appraisals), they are based largely on factors like production and manufacturing processes. Nonetheless, job design and the redesign of jobs should take place in order to elevate the quality of working life. This directly applies to factors that affect worker safety and comfortability (such as proper lighting, adequate ventilation, noise levels, etc.), but it also needs to include the way production lines are organized and providing technology that allows for maximum employee productivity. There are many job design or job redesign strategies and they basically can be classified
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Some common words found in the essay are:
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Approximate Word count = 3421
Approximate Pages = 14 (250 words per page)