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Work Design and HR Planning: A Strategic Perspective

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Strategic Human Resource Management and Employment Relations

Part of the book series: Springer Texts in Business and Economics ((STBE))

Abstract

At the end of this chapter, you should be able to:

  • Define the terms HR planning and work design from a strategic perspective

  • Describe the dominant approaches to HR planning

  • Evaluate the effectiveness of commonly used analytical HR planning techniques

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Author information

Authors and Affiliations

  1. Faculty of Business and Law, Central Coast Business School, The University of Newcastle, Ourimbah, Central Coast, NSW, Australia

    Ashish Malik

Authors
  1. Ashish Malik
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Corresponding author

Correspondence to Ashish Malik .

Editor information

Editors and Affiliations

  1. Faculty of Business and Law, Central Coast Business School, The University of Newcastle, Ourimbah, Central Coast, New South Wales, Australia

    Ashish Malik

Key Questions and Learning Activities

Key Questions and Learning Activities

  • Question. 1 What are the main options available to line and HR managers when they discover a mismatch between the job/organisation fit with the person they have hired?

  • Question. 2 Outline three advantages of person-job fit and person-organisation fit.

  • Question. 3 Outline three disadvantages of person-job fit and person-organisation fit.

Learning Activity: Analysing Job Design at Neutral Spaces

Recent interest in working at places other than your home or usual place of work i.e. your office, has led to new workspaces such as co-working spaces and Smart Work Hubs (see for example, Malik et al. 2016). Would there be differences in productivity, employee’s experience and satisfaction for people who are allowed the opportunity to work at these alternate work spaces as compared to those who work at their usual place of work and home offices? What are the implications of such a design in employer of choice campaigns and balancing work and life?

Glossary

Employer of choice branding

is a set of activities that are targeted to attract a group of applicants and retain existing employees to an organisation by offering a set of employer job value propositions.

Person-environment fit

refers to the degree of alignment of a person’s attitude and personal attributes to the wider work environment and their job

Person-job-fit

refers respectively, to the extent to which the preferred candidate’s profile aligns with the requirements of the offered job

Selection

is the process of shortlisting from a pool of suitable applicants, the most appropriate candidate for a given job

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Malik, A. (2018). Work Design and HR Planning: A Strategic Perspective. In: Malik, A. (eds) Strategic Human Resource Management and Employment Relations. Springer Texts in Business and Economics. Springer, Singapore. https://doi.org/10.1007/978-981-13-0399-9_8

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