Human Resource Management: Job Design, Enrichment, & Legal Aspects

Posted on Oct 3, 2024 in Economy

Human Resource Management

1. Job Design

Job design focuses on structuring or restructuring positions. Key components include determining responsibilities, functions, and required attributes. This process ensures harmony between these components to improve performance. Traditionally, jobs were designed before selecting individuals. However, today’s dynamic environment allows for designing positions around available individuals or redesigning existing jobs for both parties.

Salesperson Job Description

The salesperson plays a central role, communicating directly with customers about products or services. This role arises from the need to:

  • Persuade customers to purchase.
  • Maintain order within the sales department.
  • Enhance organizational efficiency and effectiveness.
  • Facilitate specialized work.
  • Meet sales targets.

Hierarchically, the salesperson reports to the sales supervisor and sales manager, who in turn report to the general manager.

2. Job Enrichment and Expansion

Job enrichment enhances accountability, goals, and challenges within a position. Lateral enrichment adds responsibilities at the same level (e.g., assigning a salesperson to sell an additional product). Vertical enrichment adds higher-level responsibilities (e.g., promoting a salesperson to supervisor). While enrichment has positive effects, it can also create challenges.

Applying this to the salesperson example, lateral enrichment could involve assigning them a new product line. Vertical enrichment could involve promoting them to sales supervisor.

3. Recruitment and Selection

Recruitment

Recruitment identifies qualified candidates for vacancies. It starts with the search and ends with receiving applications. Vacancies are identified through human resource planning or management requests. This process also defines position needs and desired candidate characteristics.

A mixed recruitment approach, using both internal and external sources, is often beneficial. Internal recruitment allows for employee advancement and motivation. External recruitment brings in new perspectives and skills.

Recruitment Sources

Primary Sources: Direct communication channels like universities, professional associations, and institutes of higher education.

Secondary Sources: Indirect channels like electronic databases, newspaper advertisements, and professional networks.

The chosen source depends on the specific job requirements and conditions.

Selection

Personnel selection chooses candidates most likely to adapt to the position and meet organizational needs. The goal is to find the best fit considering both company and worker characteristics.

Selection Tools
  • Ability Tests: Measure intellectual ability or general intelligence. These tests have high validity but aren’t always linked to specific job requirements.
  • Personality/Psychological Tests: Assess personality traits, motivation, attitudes, and values. However, responses can be easily faked.
  • Medical Examinations: Assess physical health and pre-existing conditions. Due to cost, these are typically reserved for physically demanding or high-risk positions.

4. Employment Contract (Article 10 of Labor Code)

An employment contract is an agreement outlining mutual obligations between employer and employee. The employee provides services under the employer’s direction, and the employer provides remuneration.

According to Article 10, the contract should contain:

  1. Place and date of the contract.
  2. Identification of parties (nationality, birth dates).
  3. Nature of services and location.
  4. Remuneration (amount, form, payment period).
  5. Working hours (duration, distribution).
  6. Contract term.
  7. Other agreed-upon covenants.

5. Remuneration (Articles 41 and 42 of Labor Code)

Remuneration is the monetary and assessable in-kind compensation paid to the employee. It does not include allowances for mobilization, cash loss, tool wear, meals, travel, family allowances, years-of-service compensation, or expense reimbursements.

Remuneration can be paid via salary, commission, participation, or gratification.

6. Occupational Accidents and Diseases (Articles 209, 210, 211 of Labor Code)

The employer is responsible for obligations related to occupational accidents and diseases (Law No. 16,744). The employer must adopt and maintain health and safety measures. Insurance for occupational accidents and diseases is financed as prescribed by Law No. 16,744.

7. Pensions (Decree Law No. 3500)

  • Normal Old Age Pension: Monthly payment received after reaching the minimum retirement age (65 for men, 60 for women).
  • Early Retirement Pension: Allows retirement before the legal age under specific conditions.
  • Disability Pension (Total/Partial): For members unable to work due to permanent physical or intellectual impairment.
  • Survivors’ Pension: Provided to eligible family members of a deceased member (spouse, children, parents).

8. Importance of Regulations for Human Resource Management

Understanding these regulations is crucial for HR professionals. They are responsible for managing a company’s most important resource – its people. HR professionals must stay informed about regulations, advise employees on their rights and benefits, and ensure compliance to avoid legal issues.