Explore BrainMass
Share

Human Resources and Change Management

This content was STOLEN from BrainMass.com - View the original, and get the already-completed solution here!

Please help me answer each of these questions in 200 words or more.

1. Discuss the impact of organizational changes and how they have impacted changes in the human resource management function. Offer real-world corporate examples.
2. Develop a plan for addressing human resource challenges which result from the implementation of organization change in the hotel industry.
3. Managers and HR professionals have debated the possibility and limitations of bringing HR to the bottom line for the past three decades. Take a position, pro or con, on this topic and support your views with specific barriers to measuring the HR function or two specific measures that can be made regarding the ROI of human capital management.
4. What role (s) can HRM play in support or an organization's efforts to obtain ISO9000 certification or the Six Sigma methodologies?

© BrainMass Inc. brainmass.com October 16, 2018, 9:33 pm ad1c9bdddf
https://brainmass.com/business/human-resource-outsourcing/human-resources-and-change-management-188916

Solution Preview

Please find the file attached.

Running Head: HUMAN RESOURCES

Human Resources and Change Management

Solution1: Change in some way is the necessary aspect of human life. One of the few things of real permanence in this world is change. Whole society is changing in some or the other way, either for better or for worse, though objective for change is better. (Prasad, 2008) Organizational change is a continuous process. However, some changes, which are of minor type, may be absorbed by the existing equilibrium; others, which are major ones, may require special change efforts.
Impact of Organizational Changes
When change occurs in any part of the organization, it disturbs the old equilibrium necessitating the development of a new equilibrium. The type of new equilibrium depends on the degree of change and its impact on the organization. The change may affect the whole organization. Some parts of the organization may be affected more, other less; some parts are affected directly, others indirectly. (Prasad, 2008)
Organization significantly affects human resource management function. Due to changes implemented in the organization, HR policies are affected. The department has to change its policies and has to perform many other additional functions. For example, when there is a change of technology in the organization's environment and other organizations adopt the new -technology, the organization under focus becomes less cost effective and its competitive position weakens. Therefore, it has to adopt new technology. Due to the new technology, training has to be provided to understand the new systems.
For example: General Electric changed its organizational structure, which impacted its personnel management functions. McDonalds adopted retrenchment strategy to lower down its home office costs of maintaining employees and to attain reductions in costs. The change adopted by the company affected its HR policies.
Solution 2. In order to address the challenges associated with the organizational change implementation in the hotel industry, it is essential to develop a systematic and coherent plan. Generally, it is seen that the major challenge lies in the people's strong resistance towards change. So, the plan needs to involve all the individuals in this process. At the same time, due to the versatile & dynamic nature of the hotel industry, it will be necessary to change the organizational structure prior to changing the individuals. Basically, the communication ...

Solution Summary

This response addresses the queries posed in 1498 Words, APA References

$2.19
Similar Posting

Change Management Process

Background Info:

Custom Food and Feed Corporation (CF&F)is a major manufacturer and marketer of food and animal feed ingredients. Over the past 10 years, there have been several major investigations and allegations of company mismanagement. In question is CF&F's compliance with federal and state regulatory regulations (safety, environment and quality), Federal and State Labor Laws, and Equal Employment Opportunity guidelines.

In the light of recent negative publicity and to regain and maintain the company's market share, a new CEO was appointed by the Board of Directors. The CEO has insisted that the president of the company look into the recent allegations and make recommendations for changes in company management practices in resource management. The president has outlined the CEO concerns for change and has tasked the Vice President of Human Resources to analyze the current company culture and to give recommendations to him for change. The Vice President of Human Resources has decided to use the Tech Division for this corporate analysis.

The Tech Division is the newest division, being 12-years old. This division has grown from a single product to seven products. The Tech Division is a non-union facility which has a staff of 92 managers and 300 hourly employees. This division uses fermentation technology to convert dextrose (sugar)into a variety of food and feed ingredients. This division operates 365 days a year, 24 hours a day, 7 days a week. Following are major results of the study:

There is no real concern for safety, environmental and/or quality controls.
Tech's managers use an authoritarian approach to managing human resources. This approach over the years has built many barriers between the hourly employees and management and there has been some talk of unionizing.
The plant manager's responsibility is to make all the daily production decisions. His staff of production supervisors is to monitor the production cycle and report to him for direction.

Frontline Supervisors have been promoted from within the company. There was no apparent consideration to who would be promoted and no guidance and training was given to them.

There is a history of nepotism that runs throughout the culture of this division.
Up until now, the Corporate Human Resource department has been responsible for all of the Human Resource activities for each of its divisions. The Vice President of Human Resources has convinced the president of the company that the first change is to put a Human Resource Manager (HRM) in the Tech division. The president agreed.

You are the newly hired Human Resource Manager for the Tech Division. Your responsibility is to diagnosis the present culture, develop strategies for implementing a plan for change, and implement the plan. The Vice President of Human Resources has pointed out that you will face many challenges and a strong resistance from different levels of management not to change the established culture.

As a result of your previous discussion, you are asked to research the area of change management, using the resources at your disposal. Prepare a powerpoint presentation addressing the following:
1. Explain different definitions of change management and explain how CEO of CF&F could use them to help manage the organizational change.
2. Explain Process Change and discuss how this process can be applied in solving opportunities during change.
3. In which level in the organization does the change process begin? Why?
4. Discuss the different strategies for change and outline the factor in selecting a strategy.
5. What do you feel is most important aspects for a CEO to consider in developing and implementing change with an organization? Why?

I need some help with information and ideas. Thanks a bunch!! :-)

View Full Posting Details