Job redesign strategies and organizational implementation

¶ … forward recommendations to redesign a Director, Field Human Resources position in a PetSmart company in Phoenix. To achieve the objection of the paper, it describes the position by illustrating its major components, tasks, or responsibilities that ensure efficiency and motivation in current situations. In addition, it goes further to explore the company reward system that exists. Moreover, because this discussion wants to establish the best redesigning of the position and company for better benefits, the paper describes the new tasks, responsibilities for the redesigned position and puts forward recommendations to improve the reward program by looking at what necessary or unnecessary factors influence motivation of the employee. The position of a director, field human resource is a challenging one that demands to excellent understanding of management and leadership as it the heart of human resources department coordinating both corporate and field teams (PetSmart Careers, n.d.). Thus, because decision making in a key position in a company needs to be perfect, involving other stakeholders in decision-making makes sure these decisions have a broad perspective remaining realistic and positive for better returns.

Job Redesign

The position of Director, Field Human Resources of the PetSmart Company forms part of the human resource department in this company and its purpose is to coordinate activities between corporate and field groups. This position dictates that its occupant be able to have a main goal in ensuring that harmony exists in every human resource efforts with common goals and purposes and should orient achievement management and any changes that field sector may want. In addition, this person needs to have excellent perception of retailing occupations and skillful in achievement information management in a broad perspective. Moreover, communication is a key component in this position therefore, this person has the responsibility of passing any new information that concern policies to his associates as well as be in touch with the legal department to ensure viable legal factors are incorporated in the process (PetSmart Careers, n.d.). Having complex responsibilities, Director, Field Human Resources is a key position and thus decision making needs to be perfect, without compromise where it involves other stakeholders to make sure decisions made have a broad perspective remaining realistic and positive for better returns.

The director, field human resources is responsible for ensuring all enterprising for the resource department to remain as expected, all geared towards company's success guided by the set policies and being competitive. In this, there has to be proper media of communicating to remain competitive in the market, as the required understanding must reach expected destination without distortion. This position should ensure that all procedures run as expected with a lot of corporation with the entire human resource team where it should be able to pick and ease out teams with specific duties to ensure success that remains guided by regular review of the old and potential new procedures. As the backbone of the department, the occupant has to ensure accurate reporting of all new activities taking place in the field to respective departments. In addition, the field human resource director has to make sure that any necessary training enables associated groups and stakeholders to remain updated within the required expectations of the job market. Finally, this position asks the holder to be a mentor in influencing changes in the field of resource organization (PetSmart Careers, n.d.).

Apart from the responsibilities, the position needs technical skills in both planning and organization that outlines the necessary guidelines for success where deadlines are always a reality. he/she should also be able to solve problems and make appropriate decisions on different matters at the disposal of right information. As the main position, communication and presentation skills are necessary to ensure right information passes correctly to the associated relevant departments.

In addition to the responsibilities and technical skills, the person in this position needs to be a quality leader with customer focus, imitativeness, and accelerating perspective coupled by ability to think outside the box to solve wide variety of problems that face him/her, to have a business impact. This should orient others in the right direction, always in focus on all business perspectives guided by an independent view that is objective. As seen from the above responsibilities, technical skills and leadership skills that accompany this position, it allows sense of choice where the director is able to self-manage him/herself but it fails to have essential motivation that can end up demoralizing the director. For example, this position has the key responsibility to determine where relevant information is supposed to go. In the event that a mistake happens somewhere within the entire procedure, then a large number of the company can end up getting the wrong information, altering possibly critical procedures that remain key components in the quest to achieve the set goals. In addition, the multiple prioritizations can sometimes render the director incapable of making the right decisions and the potential consequences are failures, both in management and output. Moreover, since the position asks for a minimum of bachelor's degree, with a related master's qualifications and personal human resource certification as options, then there are risks that a person incapable of performing the required responsibilities can end up occupying this position and then failure becomes evident, as he/she cannot meet the position demands (PetSmart Careers, n.d.). When unfortunate situation like this happen, at present status, the position cannot allow the occupant to enjoy intrinsic motivation, as all decision-making is solely his/her duty.

Motivation plays a key role in boosting performance and at PetSmart, PetPerks is the term used to refer to its reward program. This broad program recognizes individuals as well as has charities for the relevant people. For instance, after becoming a program member, maybe through online registrations or other means, one can benefit from discounted prices for pet utilities where regular special offers are available at stores regularly. This helps one to save some amounts of money that can be helpful in other activities. In addition to the pet benefits, there are other benefits that include career development that has opportunities for comprehensive trainings and financial benefits in form of paychecks. In addition, there are medical benefits that enable associated parties together with their families to live better lives as they can enjoy prolonged and competitive health packages offered by the company. Moreover, career growth programs allows management to work with allies to structure programs that personally fit specific individuals to further their careers at their not only current positions but also future positions. The training offered makes sure that employees enjoy a satisfying career at PetSmart bringing the sense that the employer can as well benefit personally when at the same time the company is benefiting from him/her (Reference for Business, n.d.).

For this position of human resources director, the goals set at this level are significantly depended on this position with less influence from other departments despite having associations in disseminating information. This person has to establish where and when the right times arrive to communicate and make priorities to enhance performance. For example, ensuring that field operations do not pollute the environment is solely his/her set goal that is relevant at this position but still for effectiveness, there needs to be assistance in setting goals and strategies with the help of the subordinates staff such as supervisors. This helps to acquire the relevant information for strategizing as well as make right decisions because for example, the field human resource director position requires excellent understanding of matters to remain updated (Occupational Outlook Handbook, 2010).

From the current position together with the reward program as discussed above, there is room for redesigning to ensure that goal setting, strategizing, and achievement are more reliably done with the responsibility of sole decision-making shared to enable appropriate and more widely constructed decisions that has higher benefits. This new position will have the responsibilities, technical and leadership skills considered form a broad perspective to ensure effectiveness. For instance, for proper information that concern competition within the pet industry, this position needs to be more involving to incorporate customer responses when field operation are taking place so that the company remains updated with any new and relevant information to make sure any new or existing products satisfy customers as they are the consumers and determinants of the company products, thus enterprise devolvement. Because the human resources director position remains challenging to the occupants, it calls for excellent interpersonal abilities because the requirements of the employer companies dictate that certain goals or significant development has to be met during a specific duration (Chaudron, n.d.). Therefore, because of the demands that can confuse and make the director underperform or fail completely, two-way correspondence will help to better performance of responsibilities and duties, as better understanding of the system structure and functioning is appropriate to benefit all stakeholders in the organization. In addition, through the diverse correspondence, procedure reviews can bring out important information that could otherwise have remained unknown to the director and thus any positions or other sectors that may require additional training or coaching to improve understanding of the position's responsibilities for proper executions can benefit (Occupational Outlook Handbook, 2010).

The human resources directorial position remains a core position in the company and because all organizations are out to draw, motivate, and even continue to own the best and performing employees to the company, in specific duties that they perform, the human resource director's position should always be part on the reward program in the pet industry. This will enable them get additional motivations, just like others, either junior or senior that they determine and organize for their rewarding. In addition, there should be a wide variety of rewarding top management, and this should include material things to bring diversity in the program that can add motivations to the director's position as well as separating salaries from other financial benefits (rewards) as well as other recognitions that can prove necessary (Employee Rewards and Incentives, 2010). This procedure opens the program so that the respective parties benefiting can truly feel the worthiness of the recognitions for jobs well done.