Question

High-tech Company

Terrence has been appointed as the new HR manager brought into a high-tech company to introduce family-friendly programs. He needs to design the remuneration strategies for a workforce with diverse motivations. They have diversity in terms of women in their workforce; they have more female staff than male staff members. They also have multigenerational employees; having a mix of Baby Boomers, Gen X, Gen Y and Gen Z, and multicultural demographics within their workplace. Terrance has come up with a “Design Your Own Job“ program. He has decided that because of the diverse workforce needs, he will allow alternative working hours for employees. Terrence is allowing two people to split a 40-hour-a-week job. They are splitting the work and the benefits in an arrangement termed job sharing. He is allowing people to work in a compressed workweek, with flexitime arrangements on their hours of work. Some employees are telecommuting by working from home using computers.

Source: Adapted from (McShane, S., Olekalns, M. & Travaglione, T. (2015) Organisational Behaviour on the Pacific Rim, 5^rd Edition, McGraw Hill, Sydney)

Required:

Answer all three questions below using 150-200 words per question.

1. Terrence has come up with ‘Design Your Own Job ‘and readily allows people to choose how they want to work. What HR strategy is Terrence using in this organisation?

2. Using both intrinsic and extrinsic reward practices, suggest remuneration strategies for each of the three diverse groups mentioned in the case scenario above?

3. Terrence wants to create an attractive remuneration package which also complies with the industrial framework (Fair Work /National Employment Standards and Workplace Health and Safety regulations). What should Terrence consider about telecommuting and hours of work so that he complies with the regulatory requirements? Explain your answer.

Answer 1

1) Terrance is using a Job crafting strategy in Job Analysis and Design area of HR by allowing the employees to design their own job. This strategy involves changing the various physical , cognitive or psychological aspects of the job which employees deem appropriate as per their individual characteristics, abilities and interests. The job crafting strategy of HR will involve employee utilising their talent, creativity and skills to customise their jobs and bring necessary improvements wherever needed thus enabling them to improve their job conditions and stay flexible with the changing environment. This strategy will allow Terrance to become aware and cognizant about the various capabilities and talent possessed by the workforce and will aid him in making the organization a self learning, self managing and flexible. The employee through choosing how there want to work will help them increase their drive to show and prove their potential for which they will work beyond their limits and face challenges associated with this strategy. Moreover job crafting fosters risk bearing attitude, resilience, job engagement, diligence and motivation among workforce towards the job by providing an open and free environment. Since the organization supports and Instills diversity in the workplace, the job crafting strategy will enable employees to use their personal job ethics and strategies to work effectively and will meet their individual needs. It will also create understanding among other through eliminating the differences by working on challenging jobs and taking help of each other in moving forward. Therefore "design your own job" will make work environment competitive and flexible for employees, helping terrance to promote creativity and innovation.

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