Quiz 4: Designing and Analyzing Jobs
Flexibility in the Job helps employees enjoy the control of the job by changing or allowing them the when and where aspects of the work to be done. For example flexibility in job allowing worker to work from home, or telework using electronic, telecommunications or Internet. These arrangements helps in maintaining work life balance and even allow the organization to utilize the talent which cannot be accommodated for full time. Such arrangements can be well utilized in many industries which have 24*7 work environment or with rare availability of skills needed. For a still mill set up where the manufacturing takes place 24*7 demanding presence of employees all the time, flexibility can be a good option as it allows the employees a better control over time. It also increases the morale and efficiency of the employee resulting in decreased attrition. Compensation can also be designed accordingly like giving some incentives for night shifts, weekend work etc.
Work force diversity will have a large impact on any organization. This diversity could become an advantage or disadvantage based on the way it is managed. So the organizations are implementing different strategies as a part of diversity management to overcome the negative consequences. The following are some of the impacts of diversity on organizations: • The workforce will have different employees from different back grounds, which helps in solving a problem in more efficient ways • Employees can get the right persons who are talented and can perform at the expected standards • The organizations have to modify their structures, policies and work patterns • The organization culture has to developed in such a way that it is consistent with all employees and is sustainable • Apart from the functional training, cultural training and language training has to be imparted to the employees There are some disadvantages such as cultural conflicts, perceptions, stereotyping etc. which may hinder the growth of organization. So, the organization should take proactive measures to avoid the disadvantages.
There are many changes emerging in the nature of the work. As these changes are very fast, the organizations have to be proactive and flexible. The work has become more practical. The employers have been considering their employees as assets rather than a resource. These changes have been impacting different operations along with the employees. To avoid negative impact and to develop effectiveness, organizations are becoming learning organizations and knowledge centers The following are the changes in the nature of work and job: • Increased emphasis on team work rather than individual performance • Increase in technology in job performance • Complexity in the job • Multi-tasking and job rotation • Increase in competition and sources of potential employees are irrespective of geographical boundaries Reasons and impact of these changes on HR management and individuals: The following are the reasons for these changes: • Globalization is the key for these changes in the nature of work. Doe to globalization, the organizations have redesigned their operations to standardize them in international markets • Advancement and easy availability of technology made the jobs easy and resulted in technological dependence in jobs. Almost in every industry, jobs demand technical skills • The expectations of employees from jobs have been increased. It is not just working for any organization, they also expect their work to be interesting, provide opportunities for growth, facilitate their work life and personal life etc. • Organizations have been changing their structures based on their operations and adopting flexible structures by shifting their work hours and teams etc. The following are the impact of HR management and individual: • Implementation of workforce diversity management as the employees from different backgrounds have to work in team • Introduction of different types of behavioral training to help the employees who are facing stress, work life balance problems etc. • More focus on talent management and employee retention as the attrition rates are becoming a challenge. Employees are leaving the jobs if the job did not meet their expectations • Outsourcing of the operations such as pay roll, recruitment etc. to minimize costs • HR function has been emerging as a strategic partner