1. From a business perspective, specialization is a common practice of differentiating from competition. Finding a niche market and dominating it with focused knowledge, products, or services has been a highly effective business strategy for over a century.
2. The present-day people management practice referred toasajob specification originated from Taylor’s job specialization characteristic of scientific management. A job specification entails breaking down a job into its simplest component parts and assigning them to an employee to perform the tasks in a consistent manner.
3. A job specialization is ineffective in environments that are rapidly changing or unpredictable. In these volatile work-settings, employees need to adjust their approach according to the demands of the situation.
4. In a segmented and process-driven workplace, questioning the status quo is not as valued as following it.
5. One way of stimulating agile behavior is flexibly deploying employee skill-sets within a business.
6. Flexible deployment means the ability to transfer and apply skills and competencies across a wider range of tasks than those in an employee’s job specification.
7. Beginning any form of flexible work arrangement is undoubtedly based on the goals of management. Flexible forms of employment shouldn’t be used principally as a cost-cutting strategy.
8. One of the most effective ways to systemize a multi-skilling program is via a skills matrix.
9. Wherever possible, an attempt should be made to ensure that more than one—and possibly several— employees can perform each organizational role or task to a minimum required standard.
10. Applying a skills matrix throughout an organization shifts the emphasis from specialization to flexible deployment.
1. Smick, K. (2015). What does the future look like for independent optometry? http://www.eyecarevof.com/blog/2015/5/22/what-does-the-future-look-like- for-independent-optometry
2. “Taylorism” is named after Frederick Taylor, considered to be the main architect of scientific management.
3. Baker, T. (2009). The 8 values ofhighlyproductive companies: Creating wealth from a new employment relationship. Brisbane: Australian Academic Press.
4. Zheltoukhova, K. (2014). HR: Getting smart about agile working. CIPD research paper.
5. Baker, T. (2009). The Eight values ofhighlyproductive companies: Creating wealth from a new employment relationship. Brisbane: Australian Academic Press.
6. Baker, T. (2014). Attracting and retaining talent: Becoming an employer of choice. London: Palgrave Macmillan.