Work samples job crafting

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Job Crafting
Name
Institution
Course
Instructor
Date
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Work Samples: Job Crafting
Workplace job-crafting is an effort by employers to change the roles and functions of employees,
as well as their understanding and perception of a given job (Moore, 2020). A variety of
obligations and tasks are delegated to workers in the workplace by the business. In addition, their
views on their work varied, giving birth to the notion of “work engagement.” Job crafting helps
workers rediscover their actions, views and relationships with coworkers in order to create a
positive work environment that is both satisfying and motivating. As a result, an organization’s
ability to expand and develop is enhanced. As a Human Resources Manager, you’ll be
responsible for the day-to-day operations of the HR department. The Staffing Coordinator at
Amazon can use this material to develop a fictitious job description.
Demands and Resources
The Amazon Staffing Coordinator is an equally important job to that of CEO and the Executive
Board of Directors. JD-R model includes “job characteristics,” according to Schaufeli and
Bakker (2007). (as cited by Moore, 2020). The role of Amazon’s Staffing Coordinator is defined
by a set of specific features. According to O*NET (2020), the following skills are required of a
Staffing Coordinator:
• Keeping track of and organizing files.
• Engaging with employees and departments on a regular basis.
• Keeping track of employee benefits and perks
• Keeping track of and analyzing data from many sources within an organization
• Employee relations: • dealing with problematic coworkers.
•
Organizational constraints on recruiting and training
• Determining the roles of each employee.
• Keeping tabs on the costs associated with hiring new employees.
• Actions and expenditures are documented in quarterly results.
The job resources for the Staffing Coordinator job include
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•
•
•
•
•
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Education and training of employees.
Data analytics in human resources.
Information systems for human resources management.
Performance monitoring.
Career advice and guidance.
Management of employees.
Respect for others and one’s own abilities.
Burnout can lead to cognitive and social issues as a result of job demands. It is because of
these factors that the Staffing Coordinator is better able to handle job demand issues. The JD-R
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paradigm allows individuals to rethink their job responsibilities, behaviors, and perspectives in
order to avoid burnout and maximize productivity.
Staffing Coordinators are depicted in the sketch below, illustrating their current situation in
the workplace.
Before Sketch
Managing files and
S keeping them in order.
Monitoring the
expenditure of HR
activities.
More time
and more
energy.
Recruitment and training
employees.
Preparing quarterly
reports of activities and
expenses.
Management of employee
programs.
Engagement with
employees and various
departments.
Less time
and less
energy
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Task Blocks
This shows the job divided into three (large, medium, and small) depending on the time
and energy spent.
Large:
Managing files and keeping
them in order.
More time
and more
energy.
Monitoring the expenditure
of HR activities.
Medium:
Recruitment and training
employees.
Preparing quarterly reports
of activities and expenses.
Small:
Management of employee
programs.
Less time and
less energy.
Engagement with
employees and various
departments.
The responsibilities of a staffing coordinator are depicted in the task blocks. In spite of the fact
that their employers expect them to give equal attention to all of their responsibilities, Staffing
Coordinators tend to prioritize certain tasks over others. This situation causes them to feel a
variety of emotions. As a result, employees may be forced to perform below their potential.
The Staffing Coordinator’s current workplace status is depicted in the following After Diagram.
After Diagram
how the work is done with the available resources.
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Managing files and keeping
them in order.
Monitoring the expenditure of
staffing activities.
data analytics &
information
systems.
Recruitment and training
employees.
Ethical
behavior and
self-efficacy.
Preparing quarterly reports of
activities and expenses.
Management of employee
programs.
Career
coaching,
employee
supervision, &
employee
training.
Engagement with employees
and various departments.
Role: To encourage employee well-being, prevent future failures, and increase
organizational productivity, ensure that activities are completed on time and in the correct order.
An after-diagram like the one shown above illustrates how the work of a Staffing
Coordinator has been improved. Due to the company’s resources, the Staffing Coordinator’s
responsibilities have transformed. Big data and technology infrastructure have improved file
management for staffing coordinators. Staffing Coordinators may suffer from frustration,
anxiety, and other mental health difficulties if they must manage their files by hand. The use of
business intelligence and information technology by the Staffing Coordinator improves the
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efficiency of record keeping. Using business intelligence and information technologies, the
Staffing Coordinator is able to better track the costs associated with employee operations. Moral
conduct, self-efficiency, monitoring, and mentoring and coaching increase employee hiring and
training. In order to prepare quarterly earnings, staffing coordinator predictive analytics and
systems engineering reduce the time and effort required to analyze and allocate data. The
management of employee programs can be improved by using HR data analytics. Ultimately,
ethical practices, self-efficacy, monitoring, career counseling, and training increase interaction
between workers, sectors, and the hiring management.
Before Sketch vs After Sketch
Various jobs have been made easier in the following drawing by making better use of the
resources at hand. Before sketching, activities emerge based on the amount of time and energy
they take to complete. Indicating that the Staff Member is dissatisfied with their work, this shows
that this is the case. The Staffing Coordinator’s job is shown to be in need of improvements in the
following sketch, which makes use of a variety of materials. Personnel coordinator jobs have
benefited from the addition of new resources and attributes. Some innovations that could be
utilized to make the job of a Staffing Coordinator easier include big data and data management.
Moral behaviour and self-efficacy are also important attributes for a successful Staffing
Coordinator. The arrows in the following sketch depict a relationship between the assignments
and the available resources.
An Action Plan of Short and Long-term Goals
Goal
Improve the hiring and training of new
employees.
Action Plan
To aid in the hiring and training of new
workers, the CEO, the Executive board, and
the Staffing Coordinator will form a special
committee.
Increase the level of employee and
To foster camaraderie and collaboration, the
departmental involvement.
Staffing Coordinators will organize weekly
departmental meetings for all workers.
Working with colleagues from other
departments is an important element of the
job of the Staffing Coordinator department.
In order to increase productivity and maintain SC data processing and SC information
the integrity of the hiring process, better
systems are to be used by the employment
control the expenditures associated with it
coordinator department in order to keep track
must be implemented.
of expenditures.
The governance of employee programs should Human Resources and IT departments will
be improved in order to increase employee
organize a special committee to study
engagement and productivity.
business intelligence and Staffing Coordinator
data management in the management of
employee projects.
to ensure the timely completion of quarterly
New data insights and information
earnings and to promote accuracy,
technologies will be implemented in the
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productivity, and reliability.
Staffing Coordinator division, allowing it to
produce real-time monthly results.
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References
Moore, C. (2020). “What is Job Crafting? (Incl. 5 Examples and Exercises).” Retrieved from
https://positivepsychology.com/job-crafting/
O*NET. (2020, November 17). 11-3121.00 – Human resources managers. Retrieved from
https://www.onetonline.org/link/summary/11-3121.00
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