The HR Role T e HR Ro e T o Create Job To Create Job Involvement And Life- Involvement And Life- work Balance work Balance A research work presented by: A research work presented by: • Hend Hossam Eldin Hosny Hend Hossam Eldin Hosny • Mary Louis Shoukry Mary Louis Shoukry • Mari am Ibr ahi m T ayi a Mari am Ib rah im T ayia
This document is posted to help you gain knowledge. Please leave a comment to let me know what you think about it! Share it to your friends and learn new things together.
performance:performance: The first and second reason are considered to
be managerial issue that could be resolvedby a number of corrective actions like :
ØMore clear statement of goals andobjective
ØCloser work supervision
ØDetailed job descriptions
ØReview of the recruitment andplacement procedures
• The third reason is a more severe one, itimplies “ I realize what I am supposed to doand I know how to do it…but I don’t want towork!!!”. The HR role here is more
complicated and job involvement techniquesis a su ested solution.
Job Involvement Plan Job Involvement PlanModel:Model:
1. IDENTIFY PROGRAM INITIATIVES : the firm identifies several areas
to work on as main program initiatives, aligned with thefirm's strategic plan and objectives.
2. CREATE TASK FORCES : Each initiative is implemented throughsmall team or task forces. The purpose of the teams is todelegate authority by spreading out the decision-makingprocess and encourage input from people closest to theproblems.
3. GAIN TOP-LEVEL SUPPORT: Support from the top is vital to anyemployee involvement program's success.
4. GET EMPLOYEE FEEDBACK : it very important for employees to beheard, to have a voice in the firm. Since employees are
involved in the process, they are able to manage their ownexpectations.
5. PROMOTE EMPLOYEE PARTICIPATION : People have afundamental need to contribute to the firm's success and seethe tangible results of their work. Success largely depends onempowering employees as they take larger roles in shaping
Workaholics is not the sameWorkaholics is not the same
as working hardas working hardDespite logging in an extraordinary
amount of hours and sacrificing theirhealth and loved ones for their jobs,workaholics are frequently ineffective
employees.Workaholics tend to be inefficient
workers, since they focus on being busy,instead of focusing on being productive.
Workaholics tend to be less effective thanother workers because it's difficult for themto be team players, they have troubledelegating or entrusting co-workers.
Ø Identify which jobs lend themselves toflexible work scheduling and implementformal policies for coordinating flexibleschedules with an employee's supervisorsand co-workers, options could be job
sharing, part-time, shifts and plannedremote working( telecommunicated).
Bringing Life to Work
Ø “Bring-your-kids-to-work day” is a way to getemployees' families involved in their worklives. The opportunity to share a day of workwith children is a benefit that manyemployees appreciate.
Ø Sponsoring employees’ family-oriented
/R o le o f H R M in w o rk life b a la n cin g/R o le o f H R M in w o rk life b a la n cin g