Hr and Job Design
HUMAN RESOURCES AND JOB DESIGN
(Outline of Report)
Course: Production Management 2
INTRODUCTION
HUMAN RESOURCES STRATEGY IN OPERATION MANAGEMENT
Any activities required by the firm specially those that are relevant to production requires a capable and skilled personnel. Human resources perform and contribute a valuable input in the production process.
Human performance is crucial to an organization’s performance. An organization does not function without people; it does not function well without competent, motivated people. How the operations manager formulates a human resource strategy determines the talents available for operations.
In most organizations, the human resources function is responsible for resolving three basic problems related to human resources.
a). Recruitment of a sufficient number of people with adequate qualifications for the variety of job descriptions to be filled.
b). Effective utilization of existing personnel
c). Holding and improving existing personnel through tangible and intangible rewards
The proper planning of the internal working environment and the utilization of human resources must satisfy workers in the same way as the design of products and services must meet the needs of potential customers.
In the past it was assumed that employee satisfaction was mainly related to wages or salaries and other financial incentives. In contemporary business, it is widely understood that to attract and maintain an effective work force requires the satisfaction of a wide range of human needs relating to working conditions, proper motivation and opportunity for self-advancement
Human Resource Strategy
The objective of a human resource strategy is to manage labor and design jobs so people are effectively and efficiently utilized which simply means:
a. Workforce efficiently utilized within the constraints of other strategic operations management decisions; b. Have a reasonable quality of work life in an
(Outline of Report)
Course: Production Management 2
INTRODUCTION
HUMAN RESOURCES STRATEGY IN OPERATION MANAGEMENT
Any activities required by the firm specially those that are relevant to production requires a capable and skilled personnel. Human resources perform and contribute a valuable input in the production process.
Human performance is crucial to an organization’s performance. An organization does not function without people; it does not function well without competent, motivated people. How the operations manager formulates a human resource strategy determines the talents available for operations.
In most organizations, the human resources function is responsible for resolving three basic problems related to human resources.
a). Recruitment of a sufficient number of people with adequate qualifications for the variety of job descriptions to be filled.
b). Effective utilization of existing personnel
c). Holding and improving existing personnel through tangible and intangible rewards
The proper planning of the internal working environment and the utilization of human resources must satisfy workers in the same way as the design of products and services must meet the needs of potential customers.
In the past it was assumed that employee satisfaction was mainly related to wages or salaries and other financial incentives. In contemporary business, it is widely understood that to attract and maintain an effective work force requires the satisfaction of a wide range of human needs relating to working conditions, proper motivation and opportunity for self-advancement
Human Resource Strategy
The objective of a human resource strategy is to manage labor and design jobs so people are effectively and efficiently utilized which simply means:
a. Workforce efficiently utilized within the constraints of other strategic operations management decisions; b. Have a reasonable quality of work life in an