A company aiming to achieve business success should pay significant attention to such features as job analysis and descriptions. Job design is an imperative tool for successful company development, and to create occupations that will be useful for both the corporation and its employees, a job analysis for the positions must be conducted (Ramhit, 2019). Furthermore, providing a comprehensive and understandable definition of a worker’s expected duties and qualifications can be of remarkable advantage to both the employer and the employee, increasing the organizational processes’ efficiency (Ospina et al., 2019). In this regard, job analysis and descriptions become necessary tools for a productive firm.
To develop a job description, it is crucial to follow particular steps. First of all, a crucial task to complete is job analysis, after which the executive obtains a report containing the occupation’s tasks, responsibilities, and the skills needed to perform them (Ospina et al., 2019). After that, during the second stage, the employer should define the core functions of the position, clarifying which main duties the employee must conduct (Ospina et al., 2019). In the third phase, the collected data is organized to create a valid description, stating the job’s title, classification, a summary of the primary tasks, and work hours (Ospina et al., 2019). This last stage also concerns the specification of the worker’s requirements. A detailed specification may include several factors, such as prior education, relevant experience, and personal characteristics.
Gap and Needs Analyses
The hiring process must rely not only on job analysis but also on the examination of company productivity and demands. As such, it becomes crucial to identify any areas lacking productivity in which the organizational targets are not achieved (Burke, 2017). In addition, the recruiting manager should ensure that the corporation’s goals will be fulfilled by the new hires and that their contributions will enhance the needed levels (Burke, 2017). In this regard, gaps and needs analyses allow creating and filling of positions relevant to the enterprise’s growth. For instance, a firm might be experiencing issues with production outputs. However, by identifying the gaps and needs, the HR manager can reveal that the workers’ processing speed is too low, and additional employees are required to fulfilling the established aims.
The gap analysis allows for clarifying such problems, revealing the differences between expected and gained outputs. Based on this information, the HR manager can suggest which positions must be filled to attain the aims (Burke, 2017). After that, the needs analysis is also essential for the recruitment process, as it reveals the major areas that demand improvement (Burke, 2017). By outlining which tasks are imperative for aims accomplishment, the HR manager may find and hire the needed workers. Therefore, the obtained data can be integrated into the job descriptions, ensuring that the relevant gaps and needs are covered.
A beneficial talent acquisition tool for Thoreau Enterprises could be the introduction of pre-employment tests. This method suggests that the candidates’ qualities are assessed before hiring through the use of specialized tests or questionnaires (Burke, 2017). Considering that Thoreau Enterprises does not employ any screening techniques, pre-employment tests will allow the HR manager to select individuals qualified for the positions and able to perform the necessary tasks. For example, by introducing knowledge questionnaires, it becomes possible to establish the candidates’ level of expertise objectively, choosing the applicant who is the most fitting to fulfill the job requirements.
A talent development strategy that could significantly benefit Thoreau Enterprises is the creation of learning opportunities for the organization’s employees. Establishing an atmosphere in which all workers can obtain and develop skills necessary for their professional performance is a significant task for Thoreau Enterprises, which currently does not maintain high employee morale. The availability of options to enhance occupational skills is highly advantageous for a company, assuring the workers that their presence in the corporation is valued and that the executives are interested in investing more resources in the workforce’s development (Burke, 2017).
Retention and Reducing Turnover
To battle the decreased retention rate at Thoreau Enterprises, the executives should properly address the confusion about job assignments and responsibilities currently present in the organization. The lack of clarification regarding the primary duties that resulted from the acquisition is a crucial issue for many workers (Burke, 2017). In the long term, this factor may lead to job dissatisfaction and quitting, elevating the turnover rates (Burke, 2017). Role clarification can be highly effective when battling such consequences (Burke, 2017). Therefore, company executives need to renew the existing contract to convey the additional responsibilities and benefits.
Redefining the employees’ standing in the corporation is an efficient tactic to reduce increased turnover. During this procedure, both the company executives and the employees gain an opportunity to understand the position better and specify the requirements for the occupation (Burke, 2017). Apart from misunderstanding the novel requirements and experiencing significant work complications, employees might also be unsure about the changes. However, the role clarification process allows the workers to present their concerns and adjust the working conditions (Burke, 2017). As a result, the laborers will be much less likely to leave their occupations due to confusion.
Role clarification is typically connected to such benefits as the increase in employees’ job satisfaction and morale, which improve significantly due to the elevated task clarity. In addition, by conducting contract renewals, the executives demonstrate their interest in the workforce’s well-being and manifest that they are involved in ensuring a smooth transition (Burke, 2017). However, there is also a risk of losing workers who are dissatisfied with the new conditions. Furthermore, the necessity to properly redefine each employee’s contract is a highly tedious task that requires a high amount of paperwork and time (Burke, 2017). In this regard, to execute this procedure, attention to the contracts’ details and additional time will be needed.
High turnover is often linked to increased costs for the organization. From the financial perspective, Thoreau Enterprises is obliged to cover various expenses that occur due to employee loss. First of all, it is crucial to consider workers’ reimbursements due to the newly obtained unemployment status (Burke, 2017). Based on the contract details, the employer might be required to compensate some expenses for the healthcare benefits. After that, to replace the employee, it will be essential for Thoreau Enterprises to fund such activities as searching for new hires, selecting candidates, and possibly training the recruits to achieve the same level of productivity.
It is also crucial to consider turnover costs that are not related to financial losses. As such, Thoreau Enterprises might face such consequences as diminished company productivity, employee performance, and lower morale (Burke, 2017). With high rates of turnover, as the workforce numbers reduce, the corporation is bound to note reduced efficiency levels. In addition, the workers’ performance might also suffer a substantial decrease due to the loss of labor and the disruption of working teams (Burke, 2017). Furthermore, Thoreau Enterprises will be forced to address the lack of morale that usually follows reduced retention, as employees perceive this factor negatively.
Components and Risks
Integrating the components into the compensation strategy and introducing a beneficial compensation strategy is a crucial task for Thoreau Enterprises, the completion of which will allow determining the employees’ pay and benefits. First of all, a strong organizational culture is vital for determining the payments and benefits, as the compensation strategy should support the company’s internal values and behaviors (Kang & Lee, 2021). Furthermore, the HR strategy for the new firm should be defined (Kang & Lee, 2021). For example, Thoreau Enterprises can clarify which employees the corporation desires to attract and retain, devising an appropriate compensation system. Finally, the executives should align the organizational goals with the proposed benefits, ensuring that the compensation strategy reflects the established aims.
However, while developing the compensation technique, Thoreau Enterprises executives should consider such risks as lack of alignment between benefits and organizational targets, differences between incentives and talent needs, and absence of communication. For instance, a company that does not consider how the proposed benefits incentivize the workforce to achieve company objectives may risk introducing an irrelevant compensation technique (Kang & Lee, 2021). After that, the executives should be aware of the employee needs and the demands of potential candidates, mitigating the situation when the incentives do not comply with these requests (Kang & Lee, 2021). Finally, when the compensation strategy is not explicitly communicated, its proposed effects will be minimal.
A traditional compensation method that Thoreau Enterprises could utilize is the fixed hourly rate pay. This approach suggests that employees receive their payments based on the by-the-hour cost of labor, and the overall compensation sum depends on the number of hours completed (Valentine et al., 2019). This method can be beneficial for retaining employees, given that the majority of workers are unsure about their positions. However, introducing a system where the payments are calculated by the number of hours worked can improve certainty and install a strict compensation tactic (Valentine et al., 2019). For example, different hourly pay rates could be introduced for the workers based on their position, seniority, and new responsibilities.
Another traditional compensation method could be the regular increase in hourly pay rates. This approach also helps enhance certainty, as well as introduces a motivation system for the employees (Valentine et al., 2019). Given the workers’ confusion about their current positions and their future with the firm, this stimulus could be highly effective for Thoreau Enterprises. The company executives could schedule improvements in the hourly pay rates for different positions, for example, based on the workers’ years of service (Valentine et al., 2019). Moreover, it is possible to increase the hourly pay rate when promoting an employee to a higher position, ensuring that their interest in remaining in the company is maintained.
A non-traditional compensation method that Thoreau Enterprises could incorporate is stock ownership, where the employees are allowed to receive the company’s stock under more favorable conditions. This opportunity might be highly beneficial for the current workers as Thoreau Enterprises has significantly increased in size and is generating more revenue. Owning a share in the organization might improve the workforce’s attitude towards change and the executives’ involvement, promoting retention (Valentine et al., 2019). For example, the executives could offer the employees the corporation’s stock as an addition to one of the year’s payments or on specific dates.
Another non-traditional method of compensation is the opportunity to have flexible work hours. Employees who can choose their schedule are generally less likely to leave such occupations, as the selection of working hours is a lucrative possibility (Valentine et al., 2019). For Thoreau Enterprises, improving the workers’ attitudes towards the working conditions is a crucial task, meaning that introducing the discussed measure could help with reducing the high turnover rates. A good example of implementing flexible working hours is the procedure where each employee is asked to choose the time which is most suitable for them; the organization then approves the decision or makes minor adjustments.
The Role of HR
The role of HR becomes especially evident during organizational change when uncertainty and confusion are present. The HR specialist is responsible for ensuring that the employees are treated appropriately during the transition and that their needs are satisfied according to the relevant standards (Lin & Huang, 2020). As such, the function of managing workplace safety is applicable in this scenario. The HR manager must be sure that the workers are performing under proper conditions (Lin & Huang, 2020). After that, the function of creating compensation plans is also relevant, as the employees’ benefits and payment systems are likely to be disrupted (Lin & Huang, 2020). Finally, the HR manager must also ensure that labor laws are followed.
Impacts on Morale
To ensure that employee morale remains high during organizational change, HR managers can employ a variety of methods that strengthen the overall attitudes towards the transition. As such, the methods to improve organizational culture and promote the quality of the working conditions can be especially effective (Lin & Huang, 2020). Offering training opportunities to promote growth could be highly beneficial for the Thoreau Enterprises workforce, which appears to be highly unsure about their future at the company. By providing additional training, the HR manager can assure the workers that the organization is interested in their growth and will support them on their professional path.
During organizational change, communication with the executives and within the teams can suffer significantly. The process of restructuring can be highly challenging, and concerns are bound to occur (Lin & Huang, 2020). Therefore, providing performance feedback can be highly beneficial for upholding high morale. By offering positive comments on productivity and informing them of the upcoming changes, the HR managers can sustain a positive attitude towards the transition, preventing negative consequences (Lin & Huang, 2020). In the long term, consistent feedback allows for creating a sense of stability, which is crucial for supporting the personnel and maintaining high morale despite the emerging changes to the working environment.
A common issue arising during restructuring is downsizing, as many positions become redundant. As a result, many employees might be dismissed, losing their jobs due to the merger (Valentine et al., 2019). During this time, the role of the HR manager is to establish balance, ensuring that the necessary regulations are followed (Valentine et al., 2019). As such, labor laws might be violated, and the HR manager must make sure that such instances do not occur (Valentine et al., 2019). For instance, when a worker is dismissed, the HR manager should carefully examine the reason for dismissal and its appropriateness.
Another complication that might become evident during restructuring is the provision of dismissal benefits. Based on the contract agreement, some workers might be entitled to particular reimbursements or other options, such as extended health plans (Valentine et al., 2019). Failing to provide these services might be a critical legal issue, meaning that all contractual details must be explored and fulfilled. The HR manager, who is responsible for preserving compensations, can be of particular help to the company executives, as the manager should be knowledgeable of specific elements included in the contracts (Valentine et al., 2019). The HR manager’s professional expertise can greatly aid Thoreau Enterprises.
Finally, the company executives can also experience legal issues when renegotiating worker contracts during or after restructuring. In this scenario, the organization might choose to add some responsibilities or remove them, thus changing the employees’ occupation terms. However, the new requirements must be suitable for the workers and adhere to the relevant labor laws. From this perspective, the HR manager can be highly helpful given their duty to preserve the law in employer-employee relationships (Valentine et al., 2019). With the manager’s guidance, the executives of restructuring Thoreau Enterprises can ensure that all necessary legislation is followed.