Workflow and Work Design For Rachel Amaro †MyAssignmenthelp.com

Question: Discuss about the Work Design For Rachel Amaro. Answer: Introduction Civil engineering and research associates CERA had been established in 2007 with the aim of becoming a consulting company in the field of civil construction in Sydney. The main objective of this company is to provide a planning, to provide design to the consulting service, and to target some normal to large infrastructure projects in Sydney. After analyzing that there is some future in smart structures they had launched their Smart Structures Research Development Division in 2012. This will help them to become a leader in the emerging field of smart construction solutions (Guest, 2017). Their main approach is to provide a high quality, timely planned, structured advice for the civil engineering and solution to the problems of our clients. This is to be done by considering the requirements of all the clients and their needs. Their team consists of experienced and responsive consultants who used to provide a determined and final approach for the project which is to be delivered. The projects that are delivered are authentic and original that provides highly buildable design which can satisfy their cost and time requirements (Jiang et al., 2012). Background At CERA the teams are highly qualified and experienced; those can help their clients with the planning, designing and the documentation of the infrastructure of the construction. The staffs of this company can go to any extent for meeting the expectations of their clients. To achieve their goals the main focus of the company is to attract and retain the best technical staff. They are being provided the training for adopting a positive, professional and competent approach, which is the hallmark of CERA (Harel Tzafrir, 2017). This company was founded by Mark, who is experienced in structural design. He used to lead the structural design teams in the residential, commercial, industrial and recreational sectors. In 2007 Mark had founded CERA which has now become one of the successful civil engineering companies with a high reputation for the companys management, its designs, planning and client service (Gist, 2017). The director of the company is Kellie Lincoln, has studied Civil engineering. Before joining in this company she had worked at Daley Watson Consulting Pty Ltd. There she had worked on a large numbers of projects and she had also developed some intricacies of different types of structures. Since she had joined CERA in 2008, she has been working on a variety of major projects in the residential, commercial and industrial sectors. These projects have been done in both team leader and designer roles. She has broad experience in building the structure and building of steel. Kellie has worked on the success of many projects by providing all her attention to ensure the structural design of the construction (Ulrich et al. 2015). Rachel Amaro was the manager of drafting office. The Director of CERA had directly sought out to join CERA, as she had the experience of working with Mark in another firm. She had the experience of working on different important aspects of the structural engineering projects. Now she leads a small but highly trained and experienced drafting team (Sparrow, Brewster Chung, 2016). She always puts a big attention on the details of the projects such as buildings framed of concrete and some structures made of steel for commercial, industrial and residential industries. These are the biggest assets of the company (Armstrong Taylor, 2014). Lane Scowcroft was the General Manager of Smart Structures RD. He was appointed in 2012 to establish the Smart Structures RD Division in CERA. This is the most recent and ambitious venture of CERA. Lane is currently working on the projects funded by the industry. He had brought an excellent record in the research done in collaboration for the smart structures in Australia and USA (Brewster Hegewisch, 2017). The company had now given him the responsibility for developing smart materials and smart buildings for the Asian and Australian markets. Lane is a well known entrepreneur and mover in the new materials and structures. His division is a part of CERAs growth strategy into the next 5 years. The human resource manager, Israel Tobin had been recruited as a Human Resource manager at CERA. The CEO had recognized that recruiting him can help to enhance our talent of the teams during CERAs plans of growth in the todays competitive market. Israel had been recruited to CERA only for his reckless attitude, and a strong focus on the business approach to HRM. Before CERA he had worked as a HR manager in government and private organizations, in the industry of transport and now-a-days the field of civil engineering (Purce, 2014). Susumu Takada is Manager of Finance, Legal Administration. He had completed his Bachelor and postgraduate qualifications in the subjects of accounts and finance. He built an impressive career in the international accounting and also in managing corporate services functions. Limitations There are some limitations of every company. Here in CERA the limitations are that the consultants used to work in an environment in which the initiative is being encouraged and the excellence of the worker is rewarded. It is being believed by the company that an approach that is innovative and enquiring is the best way for addressing the challenges of the client. The director, Mark French believed that this company has the right team which can take the responsibility of any type of project and their investment for the development of the team will help to raise the standard of the projects that are to be delivered to the clients (Becker Gerhart, 2016). Work design: Civil engineers protect, create and improve the way of living for the people of the world. Constructing anything, whether it is huge or small needs a proper and intelligent design. The consulting engineers who design the project for the construction engineers have to obtain high theoretical knowledge along with practical knowledge to make a perfect error free design (Teo, 2012). As every HR executive knows, the fate of any company depends on the skills of their employees, hiring those engineers who are compatible for making designs to the students are important for the reputation of CERA. A HR executive should make a job design for the company to help the managers hire the perfect employees for their respective team. The employees should be responsible enough to handle the job pressure and outcome; they should be ready for any results for their efforts. According to the Hackman and Oldham theory of job characteristics, any work design should have five basic characteristics. The HR policy tried to make this job to have every characteristic. If a job has as many characteristic of this theory, the employee should feel as much as motivation (Tims, Bakker, 2014). These are- Variety of their skills: The employee should possess a range of activities or skills, which sets them apart from the rest. The HR policy is to choose such a candidate who possesses such variety of skills, which is being followed in this case. Identity of tasks: The jobholders should be compatible enough to identify a whole work piece and complete it with a positive outcome. This makes the workers to feel responsible and satisfied as they enjoy their experience of completing a whole job. The HR policy is to hire those people who are capable of completing the tasks on their own and who work for the job satisfaction. Task significance: The HR policy for the probable employee is to create them such an environment, which helps them from the core to complete the tasks. They should feel like that they are significant for the company (Strachan, Burgess, Henderson, 2016). Autonomy: As the designing and drafting team of CERA is known to work as a team, the new employee should feel welcome to involve in decision making. Feedback: Every employee should know the feedback of their job by which they can experience the impact of their hard work (Strachan, Burgess, Henderson, 2016). There are three other theories of job design, namely classical theory, behavioral theory and situational theory. In the classical theory, the only way of achieving efficiency is through the proper division of labor. The behavioral theory suggests that specific tasks should not be allocated to specific people. Rather, all the people working with an organization should be involved in decision-making. The situational theory, takes into account the external environment while allocating a task. An appropriate structure is followed in this theory. The HR policy follows the gist of these theories with preference to the Job characteristic theory (Strachan, Burgess, Henderson, 2016). The HR policy follows the designing policy according to the job rotation method, which mobilizes the employees to make sure that everybody feels included and gives the employees motivation. This job design is well enough to make every employee of the drafting team to evaluate his or her own skills and responsibility level. To improve the teamwork, the job design also worked on to set the autonomy of the people to feel them more responsible about completing their own work (Parker, 2014). The work design of the HR policy should motivate the employees to influence their level of job satisfaction, motivation and performance. This includes dividing a larger task into many small tasks to feel that everyone is included and giving them responsibility for their job by providing them with enough authority and control (Taylor, 2014). Recommendation: As CERA is Australias topmost civil engineering company, it is also a home to many employees who are managed by a HR policy. It is known to every HR that, the future of the company is in the hand of the employees and to make the employees happy, leading the employees to the pathway of job satisfaction is necessary (Grant, 2012). It is strongly recommended that the HR policy of CERA should prefer the employees of the organization a little more. Apart from the team members that are small in number, the team works with people employed by the third party contractor. These workers do not have a secure future, as they are not the direct employees of the company CERA. They do not even consider under the HR policies of CERA. The new HR policy of CERA should also cover them (Ryan, Deci, 2012). To create an effective HR strategy, the policies should be perfectly aligned with the strategic vision of the organization. This will help all the employees including the third party employees to make sure about the vision of CERA. This will make them support the companys vision as well. The company also may have to consider if their vision can be applicable to them based on all the internal factors and the external factor. Before providing the third party employees the HR policy, CERA also may have to consider all the changes in the marketplace to reconsider and upgrade their vision into something more (Bratton, Gold, 2012). The revised HR policy should also have the similar code of ethics for their regular employee and the third party employee. As the company uses third party vendors to recruit part time engineers for their project, the conflict of interest policy should also be upgraded as these kinds of recruits are often comes by nepotism. The policy should include a disclosure form, which have to be signed by the board members, volunteer members and by the staff members. This will guide the situations and also will manage the conflicts amongst all of them (Buttigieg, West, 2013). It can be recommended that the staff and the executive policy should be upgraded as if the third party engineers are included in the policy. The third party enginners should also have medical insurance, sick leave, maternity or paternity leave, retirement plans and other benefits. The third party engineers as well as the regular engineers should also have the companys manual, which addresses many important topics such as the benefits of being an employee of CERA, the HR policies and the leave time as well. The third party engineers should have to write an acknowledgement copy to the HR that they have read, agreed and understood every word of the policy (Buttigieg, West, 2013). Transfer of knowledge between the employees of the company is necessary for implementing a HR policy. The transfer of knowledge can happen between any employees of the company, permanent, part-time, or retired employee. This is recommended because it helps the company to remain in a continuous process and the impact of the change to be at minimal on effectiveness and productivity. Conclusion Thus it can be concluded that CERA is a civil engineering company which is a major consulting company in the field of civil construction. This company is providing plans, to provide design to the consulting service, and to target some normal to large infrastructure projects in Sydney. The main approach of this company is to provide a high quality, timely planned, structured advice for the civil engineering and solution to the problems of our clients. This job design is well enough to make every employee of the drafting team to evaluate his or her own skills and responsibility level. To improve the teamwork, the job design also worked on to set the autonomy of the people to feel them more responsible about completing their own work. It is strongly recommended that the HR policy of CERA should prefer the employees of the organization a little more. Apart from the team members that are small in number, the team works with people employed by the third party contractor. These workers do not have a secure future, as they are not the direct employees of the company CERA. They do not even consider under the HR policies of CERA. The new HR policy of CERA should also cover them. So from the whole assignment it can be said that the staff and the executive policy should be upgraded as if the third party engineers are included in the policy. The third party engineers should also have medical insurance, sick leave, maternity or paternity leave, retirement plans and other benefits. The third party engineers should have to write an acknowledgement copy to the HR that they have read, agreed and understood every word of the policy. References: Armstrong, M., Taylor, S. (2014). Armstrong's handbook of human resource management practice. Kogan Page Publishers. Becker, B., Gerhart, B. (2016). The impact of human resource management on organizational performance: Progress and prospects. Academy of management journal, 39(4), 779-801. Bratton, J., Gold, J. (2012). Human resource management: theory and practice. Palgrave Macmillan. Brewster, C., Hegewisch, A. (Eds.). (2017). 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