HRMT605 W4: Job redesign

What is the appropriate manner for a HR professional to transition to the strategic role as executive partner on HR related issues?

Should a job redesign be undertaken if it will improve efficiency even if the employees do not want it?

What is the appropriate manner for a HR professional to transition to the strategic role as executive partner on HR related issues?

There are many functions that the HR professional can accomplish by the transition to the strategic role as an executive partner on HR related issues. There are simple administrative tasks that can be accomplished when in the administrative HR position. However, the transition can add to the success of the organization. It takes organizational strategies to the next level and increases the value of human capital. This includes accumulating many competitive advantages too. While there are some advantages to the administrative role for HR, the strategic role has a much greater reward for an organization, including small businesses (Ingram 2020).

Should a job redesign be undertaken if it will improve efficiency even if the employees do not want it? In our week four lesson, we learned that job design/redesign happens when arranging of tasks and responsibilities occurs. This can be conducted to ensure that tasks are not repetitive, and employees do not feel as if they are robots merely doing the work. While repetition does occur in many organizations, elevating some of the burden making the work, it provides relief to the employees. In the case of this question, depending on the work being performed, yes, would be the answer. Manufacturing is one that requires lots of repetition daily. The employees’ clock-in at the same time every day, do the same thing every day, and it is easy to lose motivation and morale can be seen as decreasing as well. In this case, a job redesign would be needed in some form or fashion. However, in retail, employees can do various things to keep themselves engaged in their work. Job redesign is not necessarily about what the employee wants, its about what works for the organization and how to best promote positive work environments, as well as many other facets, while including the employee’s engagement.

What is the appropriate manner for a HR professional to transition to the strategic role as executive partner on HR related issues?

Transitioning of the Human Resource professional so that he or she becomes a strategic partner for the organization begins with the following: The Human Resource professional should evolve from the work of personal administration so that he or she can participate more in personal management and craft some of the recruitment strategies that will make the organization one of the best(Mayhew, 2011).The professional should work towards ensuring that he or she can create a strategic work environment that is perfect for the performance of some of the key tasks for the organization and to ensure that the employees get the best in terms of the right positive work environment. The professional can transition if he obtains additional qualifications and competencies. The first Human Resources degree may not be sufficient in enabling this worker to become a member of the executive in the organization. However, this employee may go ahead and obtain an additional degree for example, the Master of Science in Management or MBA. The Human Resource professional can transition to become better at what he or she does in an executive fashion, if he or she takes on multiple jobs and functions within the organization. For instance, apart from recruitment and selection, he or she performs other important functions like training and development, designing the work policies, participating in the overall decision making process and becoming the agent of agent in the organization.

Should a job redesign be undertaken if it will improve efficiency even if the employees do not want it?

From experience , employees are sometimes not comfortable in doing some activities or participating in given activities like job redesign because the organization has not communicated well. If there is public participation leading to employee engagement in the job redesign process, then it will become easier for the company to accept the job redesign processes (Juneja, 2015).For example, the employees may be informed that the job redesign process is effective because it will lead to most of them having an increased work life balance. For example, the company is redesigning some important elements of the job process so that more workers can even work from home, this is a good initiative and I do not think that many employees will refuse. However, it is important to obtain the consent of the employees, sometimes a job efficiency improvement process is meant to improve efficiency but if the employees do not want it then it will virtually be useless as they will resist.

References

Juneja, P. (2015). Job Redesign - Meaning, Process and its Advantages. Managementstudyguide.com. https://www.managementstudyguide.com/job-redesign.htm

Mayhew, R. (2011). The Strategic Role of Human Resource Managers. Chron.com. https://smallbusiness.chron.com/strategic-role-human-resource-managers-11782.html