1. CASE STUDY – JOD DESIGN IN ENGINEERING INDUSTRY/HUMAN
RESOURCE MERITS AND DEMERITS/MODELED TEACHING
Introduction
Job design is a crucial aspect of human resource management, especially in the engineering
industry, where roles require technical expertise, creativity, and problem-solving. Effective
job design enhances productivity, job satisfaction, and employee retention.
What is Job Design?
Job design refers to the process of structuring work roles, responsibilities, and tasks to
improve employee performance, job satisfaction, and organizational efficiency. In the
engineering industry, where jobs require technical expertise, innovation, and teamwork,
proper job design can enhance productivity and reduce burnout.
Job Design Strategies Implemented
1. Job Enlargement – Employees were assigned additional related tasks to increase
variety and reduce boredom.
2. Job Enrichment – More decision-making authority was granted to engineers to
enhance autonomy and engagement.
3. Job Rotation – Engineers were periodically shifted across departments to expand
their skill sets.
4. Flexible Work Arrangements – Remote work and flexible hours were introduced to
improve work-life balance.
OUTCOMES
Increased Productivity: Employees became more engaged and motivated.
Lower Turnover Rate: Job satisfaction improved, reducing resignations.
Enhanced Innovation: Engineers contributed more effectively to product
development.
2. Human Resource Planning: Merits and Demerits
What is Human Resource Planning (HRP)?
HRP is the process of forecasting an organization’s future workforce needs and
ensuring that the right people are in the right roles at the right time.
Merits of HRP
1. Workforce Optimization: Ensures that the company has the right number of
employees with the right skills.
2. Cost Efficiency: Reduces hiring, training, and turnover costs.
3. Improved Talent Management: Helps in succession planning and leadership
development.
4. Better Crisis Management: Allows companies to prepare for unexpected changes
like layoffs or market shifts.
Demerits of HRP
1. Time-Consuming: Requires continuous analysis and updating.
2. Uncertainty: External factors like market changes can make HR planning less
effective.
3. Rigidity: Over-reliance on planning can make it difficult to adapt to sudden changes.
4. High Costs: HR planning tools and expertise require investment.
3. Modeled Teaching
What is Modeled Teaching?
Modeled teaching is a teaching method where the instructor demonstrates a skill, concept, or
process before students practice it. It is widely used in technical fields, including engineering,
to ensure better understanding and application of knowledge.
Steps in Modeled Teaching
1. Demonstration – The teacher explains and models a skill or concept (e.g., solving an
engineering problem).
2. Guided Practice – Students practice the concept under teacher supervision.
3. Independent Application – Students apply the skill independently, reinforcing their
learning.
Benefits of Modeled Teaching
Enhances Understanding – Students see real-world applications of concepts.
Encourages Active Learning – Learners engage in hands-on practice.
Improves Skill Acquisition – Particularly useful in engineering and technical
training.
4. CASE STUDY – RIGHT MAN WRONG JOB/METHODS – ON THE JOB WITH
MERITS AND DEMERITS/HIGH EXPECTATIONS
Introduction
Hiring the right person for a job is crucial for organizational success. However, sometimes
even a highly skilled employee can struggle if placed in a role that does not match their
expertise, interests, or work style.
Methods – On-the-Job Training (OJT)
What is On-the-Job Training?
On-the-Job Training (OJT) is a hands-on learning method where employees gain practical
experience while working. It is widely used in industries such as manufacturing, engineering,
healthcare, and IT.
Common OJT Methods
1. Job Rotation – Employees move between different departments or roles to gain
experience in multiple areas.
o Example: A mechanical engineer rotates through design, manufacturing, and
quality control departments to develop a broad skill set.
2. Apprenticeship – A junior employee learns from a senior expert through guided
practice.
o Example: A junior welder is paired with an experienced welder to master
welding techniques.
3. Coaching and Mentoring – A supervisor provides one-on-one training and feedback.
o Example: A new software developer works under a senior programmer to
learn coding standards.
4. Internship Programs – Temporary work assignments for students or fresh graduates
to gain industry exposure.
5. o Example: A civil engineering intern works on construction site inspections
under a senior engineer.
5. Job Shadowing – A trainee observes an experienced employee to understand the
workflow before actively participating.
o Example: A new HR recruit shadows a recruiter to learn interview
techniques.
Merits (Advantages) of OJT
1.Practical Learning: Employees gain hands-on experience in a real work environment.
2.Cost-Effective: No need for expensive external training programs.
3.Faster Skill Development: Employees learn job-specific skills quickly.
4.Employee Confidence: Practical exposure builds confidence and efficiency.
Demerits (Disadvantages) of OJT
1.Risk of Mistakes: Employees may make costly errors during training.
2. Trainer Dependence: The quality of training depends on the expertise of the trainer.
3. Disrupts Productivity: Training new employees can slow down regular operations.
4. Limited Theoretical Knowledge: Focuses on practical skills, sometimes ignoring
theoretical aspects.
Best Practices for Effective OJT
Assign experienced trainers to guide employees.
Provide a structured training plan with clear goals.
Encourage feedback and continuous learning.
Combine OJT with formal education or workshops for a balanced approach.
High Expectations in the Workplace
What Are High Expectations?
High expectations refer to ambitious performance goals set by employers to push
employees toward excellence, innovation, and productivity.
Positive Impacts of High Expectations
6. ✅ Boosts Performance: Employees strive to meet challenging goals.
✅ Encourages Innovation: Employees develop creative solutions to meet
expectations.
✅ Enhances Company Reputation: A high-performance culture improves brand
value.
✅ Creates a Competitive Advantage: Helps organizations stay ahead in the market.
Negative Impacts of High Expectations
1. Employee Burnout: Constant pressure can lead to mental and physical exhaustion.
2. Increased Stress: Unrealistic goals may cause anxiety and job dissatisfaction.
3. High Turnover: Employees may quit if they feel overwhelmed by expectations.
4. Reduced Team Morale: Constant failure to meet high targets can demotivate employees.
How to Balance High Expectations
✔ Set Realistic Goals – Ensure targets are ambitious but achievable.
✔ Provide Support – Offer training and resources to help employees succeed.
✔ Recognize Achievements – Reward hard work to keep employees motivated.
✔ Encourage Work-Life Balance – Prevent burnout by promoting a healthy work
environment.
