Scribd
Upload
73 views2 pages

Job Design

1) Job design involves planning work organization and processes to help employees and the company achieve goals. The author would motivate employees through job design by grouping them according to strengths, such as a PR team or advertising team, as working with similar others makes people feel motivated. Structured pay and bonuses also motivate performance. 2) Job analysis is important as it involves identifying skills, traits, requirements, tasks and work environment to determine the right candidate fit for a job. It helps HR professionals effectively select the best candidate. 3) For a social media specialist role, the information could guide HR in selecting candidates with relevant qualities to impact marketing. For an existing salesperson handling social media, promoting them to social media manager could

Uploaded by

got7jjang
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
73 views2 pages

Job Design

1) Job design involves planning work organization and processes to help employees and the company achieve goals. The author would motivate employees through job design by grouping them according to strengths, such as a PR team or advertising team, as working with similar others makes people feel motivated. Structured pay and bonuses also motivate performance. 2) Job analysis is important as it involves identifying skills, traits, requirements, tasks and work environment to determine the right candidate fit for a job. It helps HR professionals effectively select the best candidate. 3) For a social media specialist role, the information could guide HR in selecting candidates with relevant qualities to impact marketing. For an existing salesperson handling social media, promoting them to social media manager could

Uploaded by

got7jjang
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
You are on page 1/ 2

1) How do you motivate employee through Job Design?

Job design is basically a way of supervisors and human resource professionals


help the company when expanding by planning for new or growing units. Basically, it is
the organization and process of work which can enable an organization to achieve their
goals. For me, I can motivate employees through job design by properly regrouping my
employees according to their strengths. For instance, I will form a group where all of
them are good in PR, some will be grouped because all of them are good in advertising.
For me, working with people who have the same interest and expertise with you makes
you feel motivated to work harder and of course, learn more new things with them. Also,
I can motivate my employees through offering a structured pay to them and offer more
bonuses that can really motivate them to perform their best in their jobs.

2) Why do you think that job analysis is important in an organization?


Job analysis is the act of gathering, processing, and analyzing information in
connection with the job specifications and its requirements if someone is fit for the said
job. In a nutshell, this is a process of identifying an applicant’s skills, traits, attitude and
in terms of the job, its procedures, tasks, and work environment. With this, job analysis
is a vital element in an organization because it enables them to determine what kind of
person they are going to hire, or does he/she fit in the depth of the job. Also, through job
analysis, it greatly help the human resource department of an organization because it
already gives them a thorough information for the applicants that can help these HR
professionals in selecting the best candidate for the job that they are offering.

3) Read and analyze the HRM Social (ebook page 111) and answer the 2 questions at the
end of the HRM Social narration. 
a) Suppose an organization wants to add a social-media specialist to its marketing
team. How can the information provided here help the HR planning and
selection?
 I think it can help the HR planning and selection of a social-media
specialist to its marketing team by giving information to the HR department
of the qualities that a social-media specialist should have. Being in the
marketing team, a social-media specialist could make various changes
which in return would have great impact for the organization. As a SM
specialist is an expert in handling the over-all condition on what’s
happening in the cyberworld, he can help the marketing team to adjust
their plans according to the people’s liking now thus this can be
recommended by the marketing team to the HR for them to select the
rightful person for the job post.

b) Suppose a small business has a salesperson who enjoys written communication


and has been handling social-media posts. The company considers whether she
could expand this role into a more strategic approach to the company's social-
media presence. How can it use the information here to help the salesperson
with the necessary career planning?
 Since the salesperson is someone who enjoys any kind of written
communication and has an experience with handling social-media posts,
the company can promote this salesperson as their social-media manager
or specialist. Since she has the experience in written communication and
handling social-media posts, with these experiences that she have, she
can definitely expand the social-media presence of the company.

You might also like