Human Resources and Organisational Change Management

Introduction Change management is necessary for the turnaround of any business organisation, thus the human resources management is supposed to initiate flexible changes that can be adopted easily. For instance, relocation issues demand proper workforce planning strategies. The Human resource management (HRM) process addresses matters relating to staffing and retention of the right personnel. In most cases, staff retention is closely interlinked with the employees’ perks, pay, and other remunerations.Advertising We will write a custom essay sample on Human Resources and Organisational Change Management specifically for you for only $16.05 $11/page Learn More In order to achieve the fundamental roles of managing employees, business leaders focus on performance and change management. The contemporary human resource management demands the leaders to execute their roles in a manner that facilitates collective relationships between employees and the ma nagement. This approach centres on the outcomes of the objectives that the stakeholders have during the incorporation of the organisation. The outcomes include employee development, and it is during the employee development practice that the performance is evaluated, for instance, the promotion or dismissal (Blyton Turnbull 2006, p.102). Basically, HRM is aimed at ensuring that the employees’ relationship with the organisation satisfies all the stakeholders. Human Resources Management Overview Human Resources Management is important since it involves the strategic management of the employees so that they can contribute towards the achievement of the organisational goals. The employees may choose to make their contributions either as individuals or as a group. Since employees happen to be individuals whose perceptions and mental maps drive them into acquiring unique personalities, it becomes difficult for them to be regarded as a unit. As such, human resource management holds that an organisation ought to be in a position to utilise both group and individual psychology while committing employees towards the attainment of organisational objectives (Cole 2003, p.57). HRM holds that, in order to be successful, a company ought to be aware of the needs that bring its employees together. This awareness facilitates the evaluation, understanding, and implementation of the organisational objectives in a manner that makes the employees regard their engagements as important to them in their personal capacity. This eliminates the boredom that results from undertaking these obligations, as if they are routine engagements. In this regard, HRM is a crucial activity since it facilitates the functioning of the organisation as a whole. It aids the organisation in creating loyal employees. As a result, they are made ready to perform their best for the good of the company (Cole 2006, p.49).Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More In the contemporary world, HRM activities are typically accomplished by communicating with the management in a manner that provides diverse views, especially during decision making exercises. In this situation, the process of decision making diverges from the individual perception or the manager’s view on becoming a consequence of the strategic consensus. In order to achieve the above goals, human resources management facilitates the training and motivation of the employees through the communication of those policies that the organisation considers to be vital for its sustainability. In this regard, human resource management plays an important role in the clarification of the organisational problems (Northouse 2006, p.63). Upon the clarification, the provision of solutions becomes possible since it enables the employees to work in an effective manner. Although HRM has widely been associated with the responsibilities o f selecting, training, and compensating the employees, these responsibilities have been performed with little regard to their interrelationships. Nevertheless, this view has prompted the emergence of the contemporary meaning of human resources management. The basic functions of human resource managers have remained to be aiding the selection, training, and promotion of personnel (Mullins 2006, p. 52). The contemporary HRM represents an extension of what has been traditionally regarded as the most active management of personnel. At the present, successful organisation emphasises on understanding the human behavior as well as the skills that are required to execute a host of functions as per the objectives of a company. It is also important for the management to familiarise itself with the legal, social, and economic constraints that derail the performance and the execution of essential functions (Hughes 2006, p.41). The manner in which the contemporary human resource management is ex ercised recognises dynamism during the interaction between functions designated to the personnel and the goals of the company in question. In essence, several workforce planning initiatives are coordinated through organisational strategic functions. In this regard, much of the efforts in human resource management get directed towards the provision of an extra level of support, and this aids the achieving of goals, irrespective of whether the organisation happens to be for profit, non-profit making, or governmental in nature (Gill 2011, p.39). Organisational Change Management Analysis Human resources/change management can be initiated in an organisation, especially on workforce planning, after reviewing organisational charts, its employee files, customer information, and sales and marketing information systems, it can be evident that a company plans for change and communication management. In this regard, a functional organisational structure would be the most effective for an organi sational workforce planning.Advertising We will write a custom essay sample on Human Resources and Organisational Change Management specifically for you for only $16.05 $11/page Learn More This is because the structure makes it possible to classify a company’s departments into different functional areas, such as finance, engineering and marketing. As a result, a company’ employees are grouped according to their special talents, expertise and experience (Houldsworth Jirasinghe 2006, p.112). For example, a finance team is more effective brainstorming together, especially when testing an accounting reporting system. This can be done by selecting the most effective organisational structure. The selected functional organisational structure will make the employees of the company to behave differently, for instance, there will be increased communication. This is very healthy for the business operations of a company because more information and k nowledge will be shared among the departmental employees. Moreover, there will be efficient allocation and use of the company’s resources among its employees, and since there will be a more harmonised chain of command; the employee’s morale will be higher. As communication is improved among the employees, there is more knowledge sharing because the staff members tend to form a strong work relationship. In this regard, decision making processes are made faster since there is a lot of coordination among the employees. This also implies that there is little duplication of the company’s resources since its raw materials and labour operate more efficiently, because every employee concentrates more in his/her role, as outline in the firm’s job description manual (Beardwell Claydon 2007, p.68). Managements of various organisations recognise the roles played by the human resources in the workforce planning initiatives. For this reason, the human resources manage rs are expected to assume the broader role of implementing the overall strategy that is geared towards attaining the most efficient workforce in an organisation. Regarding this, workforce planning should incorporate the right number of employees, who have well defined roles/job descriptions. This will help in managing issues of understaffing or overstaffing in different departments within an organisation. Human resources investments practices also reduce employees’ turnover, a situation which facilitates stability within the organisation. The department that is tasked with the activities of managing the human resource proves to be influential to the organisation, individuals, as well as the society in general. Of late, an increasing level of attention has been accorded to the personal and family needs of the members of the workforce. Employees, as well as the members of the public, are demanding an enhancement of the social responsibility, especially when the employ ­ers en gage in the activities of managing human resources (Kew Stedwick 2005, p.94).Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Focusing on the workforce planning initiatives, there has been significant rise in the number of employees’ complaints with regard to how they consider jobs to be ruinous to their lives. Many of them argue that, nowadays, excessive working hours are detrimental to their health. Complaints relating to the discrimination against minorities, women, the aged, as well as the physically disabled have increased. Much of the complaints are raised with respect to such issues such as hiring, grooming, promotion, and compensation. In this case, issues relating to the corresponding remuneration for comparable tasks, the increasing cost of health and the associated benefits, and alternative work programs must be addressed by the employers (Kew Stedwick 2005, p.88). Others issues that ought to be addressed include the setting up of day care services for the employees’ children since such programs enable them to settle down and deliver optimally. In situations where the employees or ganise themselves into unions, the organisation is likely to encounter pressing collective bargaining proposals. The employees, by virtue of their numbers, may also resolve to issue threats of strikes; or even resolve to file charges aimed at contesting some of the labour practices that they consider to be unfair. In that case, the contemporary human resource departments endeavor to avoid instances that may prompt collective actions from the employees as this would be detrimental to the future of the organisation (Legge 2005, p.87). In this regard, the human resource managers who assume the re ­sponsibility of enforcing and coordinating policies that relate the engagements of the workforce. The rest of the supervisors and managers are expected to engage in those activities that support the policies that facilitate the effective delivery of services by the employees. The contemporary setting of HRM has been achieved through an evolutionary development (Robbins Judge 2009, 96). As such, it proves to be important for the management to familiarise itself with the forces that contribute to the evolution process. Understanding these factors can enable the stakeholders to be cognizant of the forces that may influence the future of the workforce planning initiative. Application of Behavioural Sciences in Workforce Planning The scope of human relation movement has been broadening throughout its evolution. The contributions of traditional disciplines such as anthropology and social-psychology have enhanced the comprehension of the human behaviour, especially in terms of linguistics, social, economics, education, and political science. In fact, it is the interrelationships between these varied disciplines that are currently been referred to as behavioural sciences (Armstrong 2006, p.72). Studies have indicated that much of the behavioural sciences have been oriented towards the economic objectives. Therefore, they happen to be in agreement with the evolution of the in terpersonal competence. It is evident that this happens to be a humanistic approach where employee participation and groups are encouraged in an endeavor to facilitate the achievement of various organisational objec ­tives. Among the most important organisational objectives is the workforce planning since effective change management is the only way that survival of an enterprise can be assured (Greene Kirton 2005, p.77). It has been indicated earlier that human resources management is linked to the hiring, dismissal, and book keeping. These functions are executed by the supervisory and managerial personnel. Currently, most organisations have implemented computer systems that have the capacity to handle the general roles that are associated with record keeping (Antonakis, Cianciolo Sternberg 2004, p. 49). Moreover, the most effective strategic change management is necessary for workforce planning. Effective management requires the human resource managers to take over the role of implementing the workforce planning strategy. HRM plays the role of creating and facilitating the sustainability of the competitive advantage that enables the organisation to overcome various types of challenges. Acquiring the relevant competencies enables human resource professionals to succeed in their strategic goals. Some of the most important competencies are outlined below. Business capabilities This refers to the situation whereby the professionals are expected to be aware of the business that their organisation engages in, a scenario that necessitates the understanding of organisation’s financial capabilities. Effective HRM practices Human resource professionals represent the behavioral scientists within the organisation. In this regard, workforce planning management is necessary. Change management Human resource professionals are required to have the ability to manage the processes of change so as to facilitate the merging of various human resource activities with or ganisational and business needs (Haslam 2010, p.89). HRM transforms human resource professionals into strategic business leaders who enable the organisation to build a business venture that retains its competitive advantage in spite of the dynamism in the industry (Stallard 2011, p. 1). To this end, it is necessary for a company’s top management team to source for the most competent human resources manager who is capable of handling issues regarding the employed workforce. Conclusion Summing up, the HRM’s workforce planning incorporates the fulfillment of management objectives of hiring and deploying personnel through the most effective planning, control, and monitoring. Moreover, it is meant to enhance cooperation among the individuals in an organisation, through the coordination between various teams and departments. This generates beneficial outcomes for the enterprise in question. In a contemporary organisational setting, effective human resource management necessi tates teamwork among various stakeholders. Teamwork facilitates effective communication, coordination of activities, as well as an efficient knowledge management. Focusing on the workforce planning initiatives, an effective human resource management serves to empower the individual members to work for the good of the organisation. In this regard, everyone subordinates his/her personal opinions and goals to the efficiency and the unity of the organisation, a scenario which facilitates the achievement of an acceptable level success. Human resource management serves as the most effective link between the organisation and the employees. It is a crucial activity as it enables the organisation to function as a unit. With time, human resource management has evolved to become the fundamental pillar of organisational strength and sustainability. References Antonakis, J., Cianciolo, T., Sternberg, R., 2004, The Nature of Leadership, Sage Publications, London. Armstrong, M 2006, Strategic HRM : A Guide to Action, Kogan Page, London. Beardwell, L Claydon, T 2007, HRM: A Contemporary Perspective, FT/Prentice Hall, Upper Saddle River. Blyton, P Turnbull, P 2006, The Dynamics of Employee Relations, Palgrave, New York. Cole, G., 2003, Management Theory and Practice. Cengage Learning, London. Cole, G 2006, Personnel HRM, Continuum Publishing, London. Gill, R., 2011, Theory and Practice of Leadership, Sage Publications, London. Greene, M Kirton, G 2005, The Dynamics of Managing Diversity, Elsevier, Oxford. Haslam, S., 2010, The New Psychology of Leadership, Identity, Influence and Power, Psychology Press, New York. Houldsworth, E Jirasinghe, D 2006, Managing Measuring Employee Performance, Kogan Page, London. Hughes, M 2006, Change Management, CIPD, London. Kew, J Stedwick, J 2005, Business Environment: Managing in a Strategic Context, CIPD, London. Legge, K 2005, HRM: Rhetorics Realities, Palgrave, New York. Mullins, L 2006, Management Organisational Behaviour, Financ ial Times/Prentice Hall, Upper Saddle River. Northouse, P., 2006, Leadership: Theory and Practice, Sage Publications, London. Robbins, S., Judge, T., 2009, Essentials of Organisational Behavior, Pearson Education, New York. Stallard, M., 2011, Howard Schultz’s Connection and Leadership, This essay on Human Resources and Organisational Change Management was written and submitted by user Eden Kerr to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Community Outreach I Disability Attorneys I Disability Attorneys of Michigan

Community Outreach I Disability Attorneys I Disability Attorneys of Michigan Disability Attorneys of Michigan Participate in a Volunteer Day Helping Southwest Solutions, Beautification Day. The Neighborhood Beautification Day is an essential part of Southwest Solutions effort to â€Å"engage partners, residents and other volunteers in an effort to activate lots, create community gardens and art, spruce up parks and combat blight and decay.†Erika Riggs and staff members of Disability Attorneys of Michigan, recently volunteered in the â€Å"Southwest Solutions Beautification Day.†Southwest Solutions is an organization near and dear to our firm as many of our clients have received invaluable treatment there for a variety of mental health impairments at little to no cost.Southwest Solutions is also known for their housing and workforce assistance programs, veterans’ services, and youth mentorship.This year’s Beautification Day spruced up 15 different areas of Southwest Detroit, including:Bennett ParkCabrini ClinicCorktown ViaductGo-Getters Drop-in CenterHousing Resource CenterHubbard Farms Community GardenLafayette Park (UNI)Larkins/McGraw Early Childhood OfficesMatrix Theatre Company Community GardenMichigan Avenue Business AssociationSaint Anthony’sSouthwest CornerstoneSpringdale/Woodmere Block Club Community GardenStanton ParkWilshire ApartmentsWith the help of hundreds of community volunteers, including staff members from Disability Attorneys of Michigan each of these sites were beautified.Thank you to everyone who came out to support Southwest Solutions and our community!Disability Attorneys of Michigan. Compassionate Excellence. community events, Community Outreach, DA Michigan, Disability Attorneys, Disability Attorneys of Michigan, social security disability attorneys, Southwest Solutions

Motivation and Marketing Mix Essay Example | Topics and Well Written Essays - 2000 words

Motivation and Marketing Mix - Essay Example In the same way, Maslow’s theory was based on two key ideologies; they are classification of human needs and consideration of the relationship between the classes. Taylor held a fundamental and straightforward idea of what motivated people at work—money. According to his opinion, each worker should get a fair days’ pay for a fair day’s work, and the pay should be on the basis of amount produced using the piece-rates method. Thus, his theory explains that employees who do not delver a fair day’s work should be paid less or nothing and those who deliver more than a fair day’s work, going beyond the target should be paid higher. However, according to Maslow, an employee’s career begins at the bottom of the hierarchy, where he would primarily try to meet his basic needs. Moving higher on the hierarchy, he secondly searches for his psychological needs and safety needs at the next level. When these needs are met, they are no longer motivator s for him, so he would then want to satisfy his social needs, which the employer must use as a motivator. Finally, the esteem needs of an employee acts as a motivator such as, given appreciation for a job well done, awarding a promotion, etc. For example, as noted down by Oyedele (2011), a multi-national company in Nigeria watched their production increasing by more than fifteen percent after they had installed a ‘cold water tap’ and a ‘color television’ in the junior staff waiting room; the employees felt a sense of belonging in the organization and worked hard. Apart from these, the apparent weakness of Taylor’s ideology is that it leaves out the significant differences between different kinds of people. It is hard to make sure that a â€Å"best way† is going to suit everyone. In the same course, the Maslow model seems impracticable with the real-life practice as individual behavior may respond to not just one, but several needs at the same time. 2. Benefits of having a motivated work force In fact, employee motivation is one of the significant factors which help the organization to improve employees and thereby organizational performances, and hence, having a motivated workforce helps to achieve the competitive advantage that the organization tries to accomplish. There are many advantages of having a motivated workforce to the organization. First of all, an enhanced employee performance and efficiency helps the organizations to acquire higher productivity. According to Calrk (2003, p2-3), an organization having a motivated workforce can reduce their costs as the employees would not only work faster, but utilize their inventiveness to propose developments to the course of action which can lead the organization to save millions of dollars of overall cost . In the same way, motivated manpower will increase the quality of products produced by the organization (PSP Metrics, n.d). A team working efficiently will bring out t he best quality products and thereby reduce the cost of resources for work. This process helps to boost up the product value in the market making sure that the product release cycle is reduced to its minimum. Moreover,