1. Job Design and Job Characteristics Model Briefly introduce the 4 approaches to job design and comment on the trade-offs between these approaches. Concisely explain the Job Characteristics Model in your own words. Research job postings from various job sites and select a comprehensive job description of a Human Resources Manager position in any industry that is of interest to you. Attach the job description. Analyze the job description critically. Demonstrate your understanding of job design by highlighting the specific evidence (or lack of it) from this job description for any two of the following characteristics: (a) Skills variety (b) Task identity (c) Task significance, and/or (d) Autonomy 2. Workforce Planning Outline and explain 3 key strategies which you believe can effectively address short term excess labour with minimum negative impact on business and 3 strategies that can address short term labour shortage. Provide your reasons why you have selected these strategies. 3. Labour Forecasting What is a transition matrix and how you can use it to analyze internal labour changes and supply? Using the following job levels within a HR department and making reasonable assumptions about the resignations, promotions, transfers, retirement, demonstrate your understanding by completing the realistic transition matrix below to project the work force supply available in 2 years. Note that the number in brackets next to each job title refers to the number of employees (job holders) in the respective position. 2024 A. Chief HR Officer (1) B. Corporate VP of HR (2) C. Regional VP of HR (4) A B C 1 2025 D E F G Exits 0 1 1 0 1 2 1 D. E. F. G. Area HR Director (10) Country HR Manager (25) HR Specialists (40) HR Coordinator (50) Internal Supply Available 1 (100%) 2 (100%) 3 (75%) Briefly explain your transition matrix and the thinking process in the development process transition matrix with the assumptions you have made.