Final answer:
An HR manager might recommend job redesign when there are signs of employee dissatisfaction or misalignment with organizational goals. They would need to research industry benchmarks and collaborate with key personnel. Both intrinsic and extrinsic rewards, as well as alternative work arrangements, should be considered to address various employee needs.
Step-by-step explanation:
A Human Resources (HR) manager may recommend a job redesign to leadership when there are clear signs that the current job structure may be leading to employee dissatisfaction, reduced productivity, high turnover rates, or when the job role is not aligning well with the organization's objectives. Some key talking points for recommending a job redesign could include enhancing employee engagement, addressing burnout, evolving business needs, or integrating new technology.
Research should be conducted on industry benchmarks, best practices in innovative work arrangements, and data on employee satisfaction and turnover rates. It's important that an HR representative collaborates with department managers, executives, and potentially the employees themselves to gain a comprehensive view of the current job's impact.
Alternative work arrangements such as telecommuting, flexible work schedules, job sharing, or part-time opportunities should be considered to promote work-life balance and adapt to the changing workforce demands. When it comes to rewards, a balance of intrinsic and extrinsic rewards should be suggested because while extrinsic rewards like pay and benefits motivate some employees, others are driven by intrinsic rewards such as personal growth, recognition, and the work itself.
Lastly, understanding the dynamics of the stages of group development (forming, storming, norming, performing, adjourning) will guide the HR manager and leadership on how to manage changes effectively during and after a job redesign.