工作设计主要关注人力资源管理如何帮助组织的可持续性或员工角色的发展。换言之，工作设计是基于组织和个人的需要来设计和平衡工作中的职责、职责和权力。当组织目标和个人需求得到有效满足时，工作设计在维持组织人力资源的可持续性方面起着相当重要的作用。
工作设计是识别技能多样性、任务完整性、工作意义和自主性的关键步骤，从而产生员工积极的态度和行为。有了以上四个因素，员工将以自我奖励为主，自我激励的积极性循环。他们运用他们的技能来完成任务，从中他们可以找到满足感和自主性。这样，双方都将处于良性循环。当员工满意时，员工士气和生产力将得到改善。更重要的是，工作设计为组织提供了指向潜在的有能力的候选人的方向，同时帮助潜在的工作人员弄清楚这份工作是否适合他们。换言之，工作设计有助于双方了解一个人是否胜任一个职位。当答案是肯定的时候，一个组织的人力资源的持续性将得到满足。
有四工作设计的方法，这是动机的，机械的，它们的生物学和perceptual-motor.all对可持续发展的积极成果。激励方法有助于员工提高工作满意度、动机、工作绩效，参与度高，缺勤少。机械的方法是比较好的工业工程与科学管理。它可能会导致训练时间少，使用率高，错误和压力小。生物方法有助于提高工作满意度，减少医疗事故、健康投诉和旷工。知觉运动的重点是工作成果的可靠性，通过增加使用水平的可能性较低的错误和事故的影响，以及较少的压力和训练时间提供。
总之，工作设计对于组织人力资源的持续性至关重要。
澳洲管理学assignment代写:人力资源的持续性
Why is job design so essential to the ongoing sustainability of an organisation’s human resources?
Job design mainly focuses on how Human Resource Management could help with organisational sustainability or the development of the role of staff. In other word, job design is based on the needs of organisation and individual to design and balance duties, responsibilities and powers during work. When the organisational goals and individual needs are being met effectively, job design plays a quite important role in maintaining the sustainability of an organisation’s human resources.
Job design is the critical step for identifying skill diversity, task integrity, meaning of work and autonomy, which result in positive attitudes and behaviours of staff. With the above four factors, staff will be in self-reward-based and self-motivated enthusiasm cycle. They apply their skills to complete the task, from which they will find fulfillment and autonomy. In this way, both parties will be in virtuous circle. When staff satisfaction is met, staff morale and productivity will be improved. What is more, job design provides the direction for the organisation to target the potential capable candidates, while help potential staff to figure out if this job suits them. In other word, job design helps both parties to see if one is competent for one position. When the answer is positive, the ongoing sustainability of an organisation’s human resources will be met.
There are four job design approaches, which are motivational, mechanistic, biological and perceptual-motor.All of them have positive outcomes on the sustainability. Motivational approach helps staff to improve job satisfaction, motivation, job performance with higher involvement and less absenteeism. Mechanistic approach works quite well inindustrial engineering and scientific management. It may result in less training time with higher utilisation levels, lower error and stress. With less physical effect and fatigue, Biological approaches help increase job satisfaction by designing better work environment to reduce medical incidents, health complaints and absenteeism. The perceptual-motor focuses on reliability of work outcomes by increasing utilization levels with the effect of lower likelihood of error and accidents as well as less stress and training time provided.
All in all, job design is essential to the ongoing sustainability of an organisation’s human resources.
