Role Of Employee Engagement Relationship - MyAssignmenthelp.com

Question: Discuss about the Role Of Employee Engagement Relationship. Answer: Introduction The report is prepared to focus on the most important concepts of human resource management including the work designing for positioning CERA properly and ensuring business success and profitability. Civil Engineering Research Associates or CERA is a consulting organisation that provides innovative solutions for the management of civil construction within the entire of Australia. The company not only manages the integrated planning, but also manages designing and engineering consultations services along with targeting various media for managing the large infrastructure projects with ease and effectiveness. To become a leader within the field of smart construction solutions, it will be important to prepare appropriate work design and at the same time, manage the human resources properly too (Adinets et al., 2012). Work design and analysis Trends or changes impacting the way work is designed The implementation of business strategies is dependent upon the ways by which jobs are designed along with the various marketing activities such as product differentiation and enabling innovation of products and services to influence the consumer buying behavior. The distribution of organizations and tasks for the staffs is one of the major trends whereas the introduction of advanced and new technologies and social collaboration tools have enabled innovation and created a good workplace and better working conditions for the employees of CERA. The trends that might result in making changes could be the lack of skills, knowledge and expertise among the workers, need for more work flexibility and creating sustainable business all throughout, which had been other trends impacting the designing of work (Cummings Worley, 2014). One such example could be the presence of nanodegrees and nano jobs ar Udacity. The organsiation offered nanodegrees and the graduates started their nanojobs and f inally cemented their place by using their skills to learn something new again and move on (Kramar, 2014). Other changes that could create impact on job design could be the allotment of tasks based on their existing skills existing jobs. This would change the entire design of work and to enhance the workflow they should be trained and motivated to perform to their potential (Freeney Fellenz, 2013). Job analysis could also be done by utilizing the analysis of workflow, assessment of survey questionnaires, interviews conducted, surveys and by collecting useful data and information. Work flow analysis could help in assuming the progress made by employees in terms of their job roles while the survey questionnaires were distributed to the staffs of CERA to provide their opinions and feedbacks regarding their roles and responsibilities and what necessary changes could be done. Interviewing them would allow for obtaining their responses regarding the working conditions and if any issues arise, then what might be the changes that should be done within CERA to enhance the operational efficiency, designing of work and staffing process too (Holman et al., 2012). Analysis of job status for promoting innovation The improvement in individuals abilities for innovating could be possible by improving the job roles and making changes in the working conditions. This would create a positive mindset among them and make them feel valued for the organisation, furthermore should make them feel valued for the organisation. Based on the job status, it could be understood that CERA boosts of a good quality workforce, which could improve the skills and abilities of individuals to create innovation by promoting sustainable human resource management (Jiang et al., 2012). According to Kramar et al. (2014), social, economic, environmental and political factors were considered by obtaining the opinions and responses of the stakeholders for ensuring successful sustainable development and management of human resources too. To promote innovation, corporate social responsibility is also essential to create the most positive impact on the social sphere and carrying out the ethical roles and responsibilities at the same time. To promote further innovation, CERA has involved every stakeholders and allowed them to undertake approaches of remaining sustainable in business (Marchington et al., 2016). Approaches to job design The four major approaches of designing a job include motivational approach, mechanistic approach, biological approach and perceptual-motor approach. The motivational approach, as the name suggests, is undertaken to keep the staffs motivated and encouraged through fulfillment of their mental needs and requirements (Kramar, 2014). The job roles of managers and business executive could be motivational approach and it could help in keeping the staffs satisfied through providing of training and developmental sessions for them. It enables high autonomy level, feedbacks of employees from the intrinsic and extrinsic perspectives, variety of task and goals that are needed to be achieved (Marinova et al., 2015). This kind of approach could enhance the motivational level and allow them to grow and progress throughout their career and professional life as well. The mechanistic approach was used when employees require the least training and developmental sessions. It allows for allocating the tasks and making necessary simplifications whenever required. This kind of approach though enhances the chances of high level job dissatisfaction, absenteeism of employees and turnover. The biological approach was managed to reduce the job related hazards that might be cost as well as reduce the costs of operations. The perceptual-motor approach maintained the emotional well being of individuals and made sure that the limitations were maintained (Parker, 2014). This kind of approach helped in managing the layout of workplace and obtaining information as input requirements to deliver the best outcomes. Appropriate approach for job designing The most suitable approach for job design could be the motivational approach, which could enhance their motivational level and allow for clarifying the roles and responsibilities properly too. It promotes high level of autonomy and openness, which can be beneficial for designing the job with accuracy (Reason, Lvlie Flu, 2015). Human resource management innovation Innovation is considered as an imperative of the strategic human resource management. To promote innovation within the workplace for designing better jobs and assigning the right roles and responsibilities, it is important to develop and exploit intellectual capital and manage knowledge creation. This could help in developing new products and services and facilitate innovation aspects through development of a link between performance appraisal systems, incentive based compensation and internal career opportunities too. This would enable employee participation and create better scopes and opportunities for innovation, furthermore influence the HRM practices by maintaining the quality and ethical standards at the workplace of CERA (Shantz et al., 2013). HRM benefits to performance The benefits of HRM could be obtained by using the performance management system, which could help in the recruitment and selection of individuals and even creating higher consistency level by promoting the employees to higher posts, motivating and encouraging them to perform better. The company employs 45 people and has associations with 15 independent contractors who work with us from time to time. They were even provided with monetary and non-monetary benefits for lifting their morale and identification of their training needs for overcoming the areas of weaknesses could mitigate the risks and ensure obtaining the most positive outcomes through management of human resources at CERA, Australia (Truxillo et al., 2012). Human resource planning An appropriate HR planning is essential for looking into the recent trends and understanding the requirements of customers to develop products accordingly. The HR planning also involves identifying the staffs employed within the organisation along with their roles and responsibilities whereas the development plan would also consist of planning for retention of existing staffs and recruiting new staffs with necessary skills and knowledge. The allocation of tasks, wages paid to the employees and other compensation benefits provided to them could also be considered as important aspects of the HR planning (Wood et al., 2012). Distribution of staffing at CERA Founding Director Mark French (1) Civil Engineering Division Kellie Lincoln, Director + 12 professional staff (13) Drafting Office Rachel Amaro, Manager + 5 professional/technical staff (6) Planning Division Jonathon Simon, Director + 3 professional staff (4) Smart Structures RD Division Lane Scowcroft, General Manager + 5 research/professional staff (6) Finance, Legal and Administration Office Susumu Takada, Manager + 5 professional and 5 administrative staff (11) Human Resources Office Israel Tobin, Manager + 3 professional staff (4) Recommendations for improving the human resource planning Leadership is the first and foremost thing to improve the HR planning. Not only the HR manager is responsible for managing the human resources, but also the general manager or leader of the organisation is assigned with the tasks of creating a good culture and engaging the employees together (Kramar, 2014). Mentoring could help in enhancing the efficiency of retention process and make them fully committed to the achievement of business goals and objectives. Evaluation of performances of the employees should enable identifying their progress and the areas of weaknesses, based on which changes could be done for increasing their collective performance (Adinets et al., 2012). Analytical, problem solving and team working skills improvements are also recommended for improving the human resource planning. Conclusion The report was prepared to focus on the various aspects of managing human resources at CERA. The topic provided relevant explanation of the job design and how staffing process had been managed. The major trends impacting the changes within organisation included distribution of organizations, use of new technologies and becoming socially responsible towards the community. 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