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The company objectives gear towards creation a profitable business to all the stakeholders. Factors of change have undermined the performance of its two brands thus hindering the achievement of the company’s objectives. Changes are necessary in order to solve them. The implementation of changes faces a lot of resistance from the employees.

Presence of problems like the threat of competitors and inadequate publicity is affecting the organizations profitability. A change in strategy is necessary in order for the organization to adjust to the market demands. The management should address these problems in order to place the company in terms competition and of market share.

The management of the company requires making some amendments in order to fit current changes and future demands. This can be done through identification of a change problem formulation of company's strategy, implementation, monitoring and evaluation, feedback, analysis and enacting of the desired changes. Change initiation is a management function as well as support structures in order to implement changes.

Change is an integral part in every organization. The occurrence of change is unavoidable thus making it necessary to find the correct approach of change management. Organizations are constantly under pressure to make changes.

Elements of a change can be originated from external and internal business environment. A form of orientation to employees is crucial so as to have an effective change. The organization can apply some theoretical approaches which are ideal for them.

1.1 Definition of change

Change is the state of shifting from an existing state to a different position altogether. The shifts can occur gradually or fast depending on the situation demands. Organizations face various change demands from external and internal environment and, these calls for an adjustment in order to fit to the business world.

1.2 Background

Organizations require high levels of dynamism in order to come with an ever changing business environment. Organizational change occurs due to internal and external factors. It can serve as an indicator of an underlying crisis that an organization needs to overcome. The company needs to make changes in order to stay ahead of competition from other market entrants.

They should also create more awareness on their services in order to make them more popular than other similar products. A change is crucial in order to facilitate implementation of the right strategies. This calls for management to plan for development programs counteracting pressure resulting from changing business environment. The implementation of a change faces a lot of resistance from the employees.

1.3 Scope of Report

The report covers the various problems that the organization is facing as a result of change demands. It identifies analysis and provides valuable recommendations for the organizational problems. It also provides areas for further research, which a company can employ in order to achieve positive results.

 2.0 LITERATURE REVIEW

Managing change is quite complex. “Change is something which many organisations get wrong. They highlighted how many CEO’s said, in hindsight the one thing they would do differently if managing a change initiative in the future, was to manage the way they communicated with staff differently”(Larkin and, Larkin, 1996).

According to Church hill and, Lewis (1983) there are five main developmental phases in business growth, namely: existence, survival, success, take off and, resource maturity. As the organization moves to each stage, it requires making changes in order to adjust to the demands of each phase. The embracing of changes helps an organization to adjust to competition demands and have sustainability.

Models of change

Change is an inevitable occurrence in every organization. The authors offer conceptual model identifying a set of variables that influence employee motivation and performance. The model includes various findings from psychology and other disciplines. Organizations require a number of resources, strategies and techniques in order to succeed.

Motivation

Motivation is also a critical business element, when enabling organization’s transformation and enhancement. Motivation permits an organization to be resourceful, productive and responsible, thus, uniting of business with the consumers. Motivating helps the organization to work towards achieving a common goal.

Creech (1995), a psychologist, defines motivation as the stimulation that causes the creation of arousal, sustenance and direct behaviour leading to the achievement of organizational goals. Laurie J Mullins (2005) defines motivation as a process that is psychological and causes the behaviour to be directional or purposeful. "Motivation is the tendency to behave in an appropriate manner, in order to attain certain needs”  (Buford, Bedeian & Lindner, 1995).

Managing change is the best approach working towards the fulfilment of employee needs. Motivation is the reference source of the approach to managing change. It provides recognition and rewards to employees.

There is a link between motivation and employee performance. Motivational basis on performance has relative effects on employee services delivery and corporate branding of the company. Performance of employee in return helps to reach organizational goals.

D. V Tesone (2005) states that, promotion is also synonymous to career success where employees get higher responsibilities or place on higher authority levels. “Promotion considerations act as a vital element of improving employee’s performance when the management supports the human resource department “(Johnston et al., 1993).

Business coaches

Employment of business coaches is also a significant form of applying motivation theory. This enhances the growth and success of an organization. The business coach is the one, who serves as a mentor, counsellor and tutor of an organization. (Halle, 1999) "They relate to motivations theories as they act as inspirations for employees to improve and remain challenged".

According to Nyman and Thatch (2002), business coaching can be done through holistic coaching, performance coaching, managing coaching and content coaching.

Halle (1999) “Business coaching, has a number of significant purposes in the organisation, particularly in relation to transformation and enhancement". The technique helps in employee motivation, when an organization faces problems.

3.0 Methodology

i)   The Diagnostic model

 The organizational structure

 Strategy Formulation

 Supportive Systems

 The approaches (implementation style)

 The employees (staff orientation through development, mentoring and, coaching)

 Skills (Employee expertise)

 Shared Values (future focus)

 ii)  The Change model

 Company strategies (management function)

 Formal Structures (HRM procedures like trainings)

 Employee Function

 Monitoring and Evaluation

 HR outcomes (Recognition and Rewards)

 4.0 Research Findings

After carrying out the research, the organization had some weaknesses that need correction. The organisation is facing various problems, and a change is necessary in order to solve them. They include inadequate publicity for the company’s products and stiff competition from other new market entrants.

4.1 Limitations of the study

In respect to the limitation that threatens the quality of this research paper a number of perspectives and, factors including time and capital. The reach was time consuming since we had to design questionnaires for the absent and busy staff members, to give their opinions about the new changes to be implemented.

5.0 Analysis

There are some challenges that are facing the organization. Presence of problems like the threat of competitors and inadequate publicity is affecting the organization profitability. A change in strategy is necessary in order for the organization to adjust to the market demands.

5.1 Relate findings to the models identified in the Methodology

The company can use the models to solve their existing problems. These models provide a guideline on how to make an effective transition. The implementation of the strategy helps the company to manage changes in its business environment.

5.2 Relation of findings to literature

The company is facing problems, which require various changes in the existing system in order to acquire viable solutions. Literature acknowledges some diagnostic and, change models, which can significantly assist the organization in implementing changes successfully.

5.3 Differences between theory (from the literature) and practice

The basis of theory is to include people's past experiences. Theory is at times bound to fail, because employees behave differently depending on the nature of changes that impact them. In practice change involves a first hand experience to the employees. They take time to adjust to changes and explicit various reactions.

5.4. Challenges

Resistance

The implementation of change faces a lot of resistance from the employees. Change comes with a lot of uncertainties which require time and the right orientation in order for employees to adjust. (Hall, 1999) Underlines that handling people’s reactions to changes are difficult to anticipate and manage.

6.0 Evaluation

The organization is facing challenges that require a systematic approach towards solving them. It is necessary for the organization to alter their systems so as to address its current problems. The management can achieve positive end results by the use of an appropriate change model.

6.1The change process

It is crucial for the management to create a balance on staff, structures and objectives. The requirement includes inputs like staff training and outputs. Staff involvement is necessary, when formulating and implementing change coping strategies. There are challenges in implementation of the strategies. Employees need to be given time to orient themselves with the system (Nadler and, Tushman, 1979).

6.2 Long and, short term outcomes

Short term outcomes

The change process can initially present high installation costs. There is pressure as the system changes from the routine to new undertakings. The management has to be patient and orient the employees to the new system.

Long term outcomes

Changes come with the introduction of new skills and, expertise which enhances organizational performance. The employees are able to improve their performance thus increasing productivity. This will help the company to achieve its main objectives.

6.3 Impacts of the change on individuals and, organizational level

The change process affects the organization as a whole. Its impacts are both positive and negative at an individual and, organizational level.

6.3.1 Impacts of the change on the individual level

Positive impacts

Change breaks the monotony of an everyday routine and creates room for more innovative and new activities. Positive change makes work easier and enjoyable to the employees. Change also introduces new skills thus increasing employees’ expertise. This boosts their morale and, enhances performance.

Trainings and educational programs help to boost career and, personal developments of employees. Change demands also help them to be dynamic and adjust to change demands quickly and in a positive manner.

Negative impacts

Change impacts a lot of pressure to employees. It is a static and common occurrence hence demanding employee constant positioning to the environment. Employees may take longer time to adjust to changes. This hinders their performance and can make them quit their job, if the stress is unbearable.

6.3.2 Impacts of change on the organizational level

Positive impacts

Constructive changes enhance profitability, productivity and overall performance of an organization. Change can bring a positive transformation into an organization. Introduction of new methods and, skills comes in as a result of the change. It also helps the company to achieve its goals and ensures sustainability.

Negative impacts

Change increases the cost of production, since it involves formulation and implementation of new strategies. This can cause a considerable strain on an organization's budget. The organization has to adjust to environmental changes in order to keep abreast with competitors.

It can cause employee turn over in extreme cases where the organizational demands are extremely high for the employees. High expectations and, standards can cause pressure to employees may not fit the requirement of new change demands. This can make the organization lose long serving and, royal employees.

7.0 Conclusion

Change is a process that every organization faces at many points. The human resource department plays a crucial role in the overall performance of an organization. Accomplishing this goal is through identifying the needs and wants of the employees. This combination results in motivation of workers. Staff should be given time to adjust to change in order for it to be a success.

The organization should also provide support to staff throughout the process. The organization needs to make changes in order to stay ahead of competition from other market entrants. They should also create more awareness on their services in order to make them more popular than other similar products. A change is crucial in order to facilitate implementation of the right strategies.

Use of the appropriate structural and, support system is necessary in order to achieve a successful balance. The orientation of employees can make a positive transition which can significantly benefit the organization.

8.0 Recommendations

Managers should strive to balance need fulfilment and performance of employees with the requirements of an organization in order to accommodate changes. There are various approaches that managers can use in order to achieve their goals. They should also encourage and, support staff because staff form the basis of the company’s success.

8.1 Practical Recommendations

Managerial support

The organizational structure should have a capacity of supporting vital elements of change. The management should avail all the necessary requirements to facilitate change. They should provide the right orientation and, give the employees time to adjust to the changes. It is crucial for managers to support employees in order to achieve organizational goals.

Monitoring and evaluation

This helps to assess the success or failures of the strategies. Monitoring and evaluating employees help business coaches to get positive feedback, thus, improving their performance. Managers should continuously evaluate and, monitor the employee behaviour. The process helps to provide feedback to the managers which enable them to make necessary adjustments on the system.

8.2 Academic recommendations as of areas for more research

Employee motivation

Motivation plays a crucial role in building the overall employee performance the accomplishment of the organization's objectives. Motivation plays a vital role in building the overall employee performance.

Achieving the right balance between intrinsic (recognition, social needs, satisfaction) and extrinsic (money, benefits) motivation is vital in managing any set of people. Provision of coaching and mentorship is a crucial part that managers ought to practice.

Staff development

The staff should receive training in order to help them cope with change demands thus, teamwork is vital. The ability of coaches to transform the employee's performance occurs, when using new ways and skills to help them cope with the changes.

Regular trainings and, educational programs are necessary in order to help the employees meet the expectations of the organization. Trainings also help to advance careers hence enhancing skills and overall employee performance.

A Report on the Human Resource Changes for the Savile Group

The investigation covers the following areas and their recommendations.

Staffing

Staff involvement in decision making and implementation process helps to integrate employees into the organization. The management should design a clear communication strategy, which helps to ensure that the employees clearly understand and meet the organization's needs.

Career development and staff training

Conducting of regular training to the staff in helps to update them on the current trends and market demands. The trainings help staff to cope with the ever changing demands of the market. The trainings also help in overall staff development and enhance their performance.

Job specification and standards

Labour division and job specification will minimize cases of overworking the employees and also increase productivity. The employees must have a clear specification of their job according to the organizational requirements. This enhances staff accountability and productivity on the part of the staff.

Managerial Support

The organization should put in place appropriate technology and provision of adequate training to the staff. The organisation should embrace new, innovative and upcoming global trends of technology. This will ensure that they keep abreast with the changes and not avoid becoming obsolete. There is a substantial need to train staff on how to use new technology. Failure to train them results to frustration and stress at the work place due to the difficulties that a new system can pose, if there is the lack of orientation.

Selection and recruitments process

Proper selection and recruitment process of staff. The human resource department should emphasize on hiring staff with the correct qualifications for the job. This ensures that all staff will fit for their job and understand the company’s expectations. It also helps to minimise cases of stress resulting from under or over qualifications of employees.

Motivation

Provision of a competitive remuneration and package to the staff helps to motivate them. Working conditions should be fair and accommodating to the employees. The management provides guidance and counselling sessions to staff, which fulfils the psychological contract. That helps to reduce the pressure in the work place as a result of the change.

Appraisals

Conducting of regular appraisals to the staff helps to ensure that the staffs meet the set standards. The appraisals should be regular and, free from any form of bias. This will help to analyse individual performance on the basis of changes made. Appraisals help managers to identify weak in order to take a corrective course of action.

i)   The Diagnostic model

 The organizational structure

 Strategy Formulation

 Supportive Systems

The approaches (implementation style)

 The employees (staff orientation through development, mentoring and, coaching)

 Skills (Employee expertise)

 Shared Values (future focus)

 ii)  The Change model

 Company strategies (management function)

 Formal Structures (HRM procedures like trainings)

 Employee Function

 Monitoring and Evaluation

 HR outcomes (Recognition and Rewards)

 iii)   Challenges

Resistance of Change by the employees of an organization

Most people fear change because of the uncertainties that come with it. The employees face pressure from the demands that arise from the change process. In extreme cases, the employees opt to quit their jobs because of the stress arising from the new system.

Increase in the cost of production

Implementation of strategies in order to fit to change demands can be a costly affair. The salary increments constant training and organizational education programs for staff are costly. The changes cause an increment on production cost, which strains the organization's budget.

Managerial Problems

The top level management may not be able to balance the implementation of change and employee's needs. Budgetary limitations can cause hindrance to the implementation of the new strategies. Management of change is a complex undertaking that can be overwhelming to managers. Change demands face resistance from employees and, this can create pressure for managers.

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