ORGANIZATIONAL CHANGE MANAGEMENT

 

ORGANIZATIONAL CHANGE MANAGEMENT

Every organization will undergo a change at some point to retain in a high competitive environment while improving its efficiency and effectiveness. These changes can be new staff recruitments, new product launches, operating system change, which have significant impact on the journey of the business and all the team members of the business.

 Organizational Change Management (OCM) is the overlook in a changing process to overcome the issues and guiding the employees through it. It is important to learn about what is the change and it process and expectations. Although change is challenging and intimidating in a way it’s a major opportunity for growth for the organization and career advancement for employees as long as you manage and approach it.   

 WHAT IS ORGANIZATIONAL CHANGE MANAGEMENT?

Change is an action taken by organization which reflect or alter major component of its operation, such as its culture, the underlying technologies or infrastructure it uses to operate, or its internal processes.

 Organizational Change Management (OCM) is the process of planning and implementing change in organizations in such a way as to minimize employee resistance and cost to the organization while maximizing the effectiveness.

We can observe three major phases in OCM process.

1.      Preparation

2.      Implementation

3.      Follow up

Many factors cause OCM and most common faced by managers include:

•           New leadership to the company or within its departments

•           Shifts in the organizational team structure

•           The implementation of new technology

•           The adoption of new business models

TYPES OF ORGANIZATIONAL CHANGE

OCM is a board term to think but we can simply segregate all these changes to two major approaches. Some changes are a substantial evolution in the direction of a company while others focusing instead on a small aspect of a firm. So the two types of OCM are adaptive change and transformational change.

Adaptive changes are small, these changes are minor modifications and adjustments that managers fine-tune and implement to execute upon business strategies. Throughout the process, organization may add, subtract, or refine processes.

Eg- Organization is upgrading its computer operating system

Transformational changes have a larger scale and these changes take considerable time and money and need extra energy to implement. These changes involve in shift in mission and strategy, company or team structure, people and organizational performance, or business processes. Companies has to make transformational changes to respond to external environment issues like new competitor entrance or changes in suppliers ect.

Many changes will fall somewhere between adaptive and transformational changes. For this reason, managers need to understand that the change process must be tailored to the unique challenges and demands of each situation.

WHY IS ORGANIZATIONAL CHANGE MANAGEMENT IMPORTANT?

Due to followings and many other reasons change is necessary for companies to succeed and grow.

·         In according to the business operating environment changes, it ensures smooth company transition by saving cost and time

·         This drive the successful adoption and usage of resources in the business

·         It allows employees to understand and commit to the shift and work effectively

·         Result employee motivation and skill development and better working environment

Simply, a lack of effective change management can lead the organization to fail.

PREPARING FOR ORGANIZATIONAL CHANGE

To prepare for an organizational change, it’s important to understand the shape of change and why it is critical and deliver the message within the organization.  It is important to have a clear explains how the business and its employees, customers, and constituencies will be affected.

Then, implements a plan that clearly articulates and measures success with explanations. It is important to ensure that this change plan align with the business goals and organization sustainability. Early attentions over the challenges may arise and be prepared with flexible answers. Celebrating victories along the way will keep the motivation.  

After successfully executed it’s not the end and still you have to be alert about outcomes and keep the employee aligned to it and adjust the business practices and goals accordingly.

DEVELOPING THE SKILLS, YOU NEED TO MANAGE ORGANIZATIONAL CHANGE

Within the organizational change process, each and every level of people have different goals and tasks to perform and many staff members may have heavy detail work with longer tenors.

To carry out the change process, it is important to set skills leaders to lead the process and these leaders have to be courageous by taking on risk and set examples for the rest. They should clearly articulate the big picture to the company while assisting others for the transitions.  it’s the primary responsibility of a manager to know how to design, direct, and shape change processes.

To achieve a successful change process, you must develop following skills within manager’s level.

·         Clear and effective communication skills

·         Listening skills, to their team and colleagues

·         A highly developed level of emotional intelligence

·         Strong organizational skills

·         Judgment skills for factors

·         Problem-solving and decision-making skills

·         Delegating skills

Many managers experience organizational change throughout their careers. By learning how to preempt and address the challenges associated with change, you can ensure you’re equipped with the skills and knowledge needed to manage it.

Conclusion

Organizational change is necessary for companies to succeed and grow. Change management drives the successful adoption and usage of change within the business. It allows employees to understand and commit to the shift and work effectively during it.

Much has been written about the nature of change and the best methods to manage it. Based on the facts that I stated, hope you have a better understanding of the steps that must be taken to ensure that change efforts and to manage the impact.

In sum, the framework for Organization Change Management provides a powerful and useful overall effort for ensuring success in an organization.

In this article, I examined five of the most well known and popular models of the change process: Lewin’s three-step model, Kotter’s eight-step plan, Harris’s five-phase model, Fullan’s change themes set, and Greiner’s six-phase process.

 

(Source : gavinweddell.com, 2011 available in www.youtube.com)

References

Armstrong, Michael;, 2006. A Handbook of Human Resource Managment Practice. 10th ed. London: Kogan Page Limited.

Kritsonis, Alicia, 2005. Comparision of Change Theories. INTERNATIONAL JOURNAL OF MANAGEMENT, BUSINESS, AND ADMINISTRATION, 8(2005), pp. 1-2.

Techtargetcontributor, 2009. TechTarget. [Online]
Available at: https://searchcio.techtarget.com/definition/organizational-change-management-OCM
[Accessed 31 JULY 2021].

Udoh, U., 2018. Researchgate. [Online]
Available at: https://www.researchgate.net/publication/327825560_Job_Analysis_and_Design
[Accessed 10 August 2021].

Employee Relations

 

Employee Relations

 

What Does 'Employee Relations' Mean?

Simply the process or effort of the company to manage relationship between employers and employees.

‘The approaches and methods adopted by employers to deal with employees either collectively through their trade unions or individually.’ (Armstrong, 2017)

An organization with a good employee relation put fair and consistent action to all employee’s expectations so they will be committed to their jobs and loyal to the company and it prevent and resolve problems arising.

In general, this is the interrelationship between employers and employees.

‘In general [the employee relations agenda] is no longer about trade unions. There is more emphasis on direct communication, managing organisational change and involving and motivating staff. Issues about work–life balance and the war for talent reflect a changing workforce with changing expectations.’ (CIPD, 2005; pp.3–4)

Employee Relations: unitary or pluralist?

Unitary means employers and employees are in same concern and interest. Management believes that it is the rule-making authority tends to view the enterprise as a one source of authority one focus of loyalty to the organization.

Notion of ‘mutuality’ (Walton, 1985)

Getting the message across that ‘we are all in this together’ and that the interests of management and employees coincide

Pluralists reject the idea of unitary as ‘naive, unrealistic and against the interests of the employee’ (Armstrong, 2017)

 Pluralism acknowledge that a number of competing interest groups will be allowed to share power. In this sense, pluralism is considered a key element of democracy.

Approaches to Employment Relations Policy

There are 04 main approaches to ER and details below

Ø  Adversarial: the organization decides what it wants to do, and employees are expected to fit in. Employees only exercise power by refusing to cooperate.

Ø  Traditional: a good day-to-day working relationship but management proposes and the workforce reacts through its elected representatives.

Ø  Partnership: the organization involves employees in the drawing up and execution of organization policies, but retains the right to manage.

Ø  Power sharing: employees are involved in both day-to-day and strategic decision making.

Some key Employment Relations Policy considerations

Trade union recognition – Employers policy about trade unions whether trade unions should be recognized or derecognized, which union to deal with for collective bargaining and/or employee representational purposes;

Collective bargaining – Collective bargaining is a process of negotiation between employers and a group of employees aimed at agreements to regulate working salaries, working conditions, benefits, and other aspects of workers' compensation and rights.

Participation and involvement – the extent to which the organization is prepared to give employees a voice on matters that concern them

Important of Employee Relations

The most important part of any business is its people. No business can run effectively without them. People need to communicate and work to get their job done and they don’t like to work alone.

Employers need to manage relationships in the workplace to keep the business functioning smoothly, avoid problems, and make sure employees are performing at their best.

Employee relationship plans are an important part of a human resource strategy of an organization and designed with the purpose of most effective use of people to accomplish the organization's mission and this will result competitive edge in the market place. 

Human resource strategies are deliberate plans and program companies use to help them work on issues affecting employees, such as pay and benefits, supporting work-life balance, and safe working conditions.

One of the most effective way is that places a high value on employees as stakeholders in the business who are affected by its success or failure then they feel more valued for the job they do.

Conclusions

Strong and effective employee relations generally lead to a better performing organization. Employees want a culture where they are comfortable with each other, share a good rapport and work in close coordination towards a common objective. A healthy employee relation promotes a positive workplace and employees feel happy and satisfied at work. They look forward to going to work and contributing to the mission, vision and goals of their employer.

                                (Source: GreggU, 2017 available in www.youtube.com)

References

Admin, 2021. HRAFFILIATES. [Online]
Available at: https://hraffiliates.com/strategy-for-effective-employee-relations/
[Accessed 28 July 2021].

Armstrong, Michael;, 2006. A Handbook of Human Resource Managment Practice. 10th ed. London: Kogan Page Limited.

Employee Resoursing

 

Employee Resourcing  

 

                                    (Source 1: sites.mbaknol.com, 2013)

Introduction to Employee Resourcing

 Employee Resourcing is a fundamental theory of a SHRM practice point of view, but it has a crucial impact on business successful.

As per Amstrong, 2014 We can define strategic human resource management (SHRM) as:

‘an approach to the development and implementation of HR strategies that are integrated with business strategies and supports their achievement’.

Effective resourcing process will address simply four steps of Selection, appoint, Motivate and reward them.

Strategically completing these steps are important to both employer and employee and it will minimize employer cost and maximize employee value end result will to acquire correct individual mix to the organization.

After all employee resourcing ensure that organization obtain and retain the human capital it needs and employs them productively. 

The Objectives of Employee Resourcing

The primary objective of employee resourcing is to add quality skilled knowledgeable and future potential workforce to the company. 

A sound employee resourcing strategy will result in a workplace of skilled individuals who are geared towards performing at their best.

Aside to the above there are other objectives which are associated to the employee resourcing

• Ø  Determining the right number of people required to meet the business needs

 how many are exactly needed to get the job done with the best results

• Ø   Identify and manage the skills which are essential for business performance

find the right people for the job and for the business

• Ø  Growing concerns to manage these skills
• Ø  changing the organizational culture

To be able to establish a sound organizational culture, there is a need to establish a sound labor force

It is the duty of employee resourcing to ensure that the above-mentioned objectives are being met by the strategies which were stipulated by the company towards managing its people.

Why employee resourcing should be strategic?

Following main areas can be mainly concerned out of why employee resourcing decision should be strategic.

•  A diverse workforce requirement
•  Need of high skill employees
•  HRM strategy and corporate strategy requirements
•  Competition over resourcing 

While keeping these objectives in focus, adopting a strategic process on their employee resourcing decision would help for the continuous growth of the organizations in a more effective manner.

Employee Resourcing Practices in Modern Organizations

Management always concern about the ability of the company to obtain and retain the human resource that it actually need and employ them both effectively and efficiently.

The process employ resourcing is as follows

• Human Resource Planning – need to meet the strategic objective

This assure that the company has the right number of people, in the right place, at the right time, with the aim of delivering the strategic plan of the organization.

• .      Talent Management

Deploying employee talent in a way that it can help the company achieve its organizational goals

• .      Recruitments and selection

Process to appoint right person in the right job

• .      Introduction to the organization
•     Create self-esteem and confidence
• .      Releasing of Employees

After all even if employees wish to leave the organization and companies are left with no option to release them with proper replacement. 

 

Conclusion

With the above discussion, it can be believed that employee resourcing is a very important aspect in the field of human resource management.

The programs, procedures, and processes for managing the employees is very important for all organizations to be assured that they are employing the right people in the right job.

The employee resourcing process must be able to address all important concerns regarding the people in organizations and properly executed one because such will entail a long term benefit for the business.

                      (Source 2: www.thehive.coop, 2016 available in www.youtube.com)

References

Admin, 2021. MBA Knowledge Base. [Online]
Available at: https://www.mbaknol.com/human-resource-management/employee-resourcing/
[Accessed 25 July 2021].

Armstrong, Michael;, 2006. A Handbook of Human Resource Managment Practice. 10th ed. London: Kogan Page Limited.

Workforce Diversity

 

Workforce Diversity

                                                    (Source1: wonolo.com, 2013)

What Is Workforce Diversity?

An organization search for ways to develop its market share, culture and productivity. Workforce diversity is a one instrument to use for organization development and improvement. By adding diversity to work environment it will boosts employee morale.

According to Workology, workforce diversity “is the bringing together of a variety of people to one workplace.”

This refer the unique individual characteristics employees have and these characteristics can include gender, race, ethnicity, religion, age, sexual orientation, physical abilities and ideologies.

This mainly includes an employee’s experiences within the company’s overall culture and how they use to solve those issues.

Here are some examples of workforce diversity:

• Cognitive diversity: Employees have different styles of thought in recognizing problems and finding solutions.
• Lifestyle diversity: People lead various lifestyles outside of work that influence their professional life.
• Brand and reputation diversity: Some companies are more inclusive in their hiring practices and assembling diverse teams, which often attracts more diverse employees and clients.

Benefits of Workforce Diversity

After the organization move to the workforce diversity it’s employee includes different level of people with different characters. people of different genders, ages, races, cultural backgrounds, languages, ideologies, sexual orientation, physical and mental abilities, and national origin. There we can observe following major advantages;

1. Expanded creativity and problem-solving

Diversity increases innovation, creativity and strategic thinking because teams of people who come from different backgrounds can draw upon their unique experiences and wider range of knowledge to spark new, innovative ideas to solve problems.

2. Better decision-making

Diverse teams make better decision once it’s come to decision making because these employees pull from wider range of sources and experience and they process facts more carefully.  

3. Increased profitability and productivity

Divers group of employees always more motivated and efficient workforce, this increase productivity and profitability.

4. Enhanced employee engagement and retention

When company adopt to the diversity people feel more comfortable and happier and tend to be more loyal and stay longer since their unique contributions are recognized and respected.

5. Better company reputation

When diversity promoted, the business apparent as more relatable social responsible and take the attention of people. This will improve the company brand reputation, leading to new customers, partnerships and markets.

Challenges of Workforce Diversity

Diversifying the work is a challenge, so how can start seeing the benefits of diversity in a workplace?

Here are some best practices and inclusion:

1.      Be fair

Ensure you’re treating every employee fairly for all employees with similar roles or responsibilities. Fairness and awareness of unconscious biases and identify any gaps are crucial to a diverse workplace.

To be fair over the benefit packages considered, can performing an audit to identify any pay gaps that may exist.

2.      Value all of your employees

Employees who are valued feel a greater sense of responsibility and they’re more productive, innovative and try harder to contribute to an organization’s success.

You can value your employees Consider starting an incentive program, recognizing employees for their hard work on a regular basis and/or writing appreciation letters to show your employees you respect and value their unique contributions.

3.      Promote opportunities for career advancement

Offer clear paths of opportunities to all employees for career progress and advancement.

Consider analyzing past promotions to identify any patterns or trends that may exist where certain types of employees get promoted less often than other groups of employees.

4.      Educate your workforce on diversity

Educate employees on the best practices and benefits of diversity in the workplace.

Consider holding webinars, online training, hosting guest speakers, start employee resource group and make a conversation within the organization about diversity. Encourage employee suggestion and welcome new ideas from them and ensure all employees feel accepted and valued.

5.      Support collaboration

Since there are so many details involved in the subject of diverse workplaces, it can sometimes feel be difficult to achieve. That’s why it’s important to encourage and support collaboration which strengthens the bonds within the employee that can boost to diverse workforce.

Consider using company social events, team-building activities, group volunteering activities, mentor programs, and casual coffee chats to strengthen team’s bond.

6.      Offer flexibility

Offer flexible work locations and hours to support a better work/life balance and attract more diverse, qualified applicants. 

Consider offering floating holidays to allow employees to substitute a public holiday with another day of their choosing. 

7.      Recruit differently

Make the hiring process appealing for a wide variety of people instead of relying on educational background and work experience.

Consider implementing personality assessments to get a feel for candidates’ motivations, personality and “add” to your culture.

 

Conclusions

Workforce diversity means bringing together of a variety of people to one workplace.

It welcomes different perspectives, creates innovation and develop talent.

Employee from various background bring special knowledge this allows for new ideas and creative solutions that help businesses grow.

Diversity in the workplace can lead to greater productivity, profitability, team morale and better retention rates.

 

(Source 2: GreggU, 2019 available in www.youtube.com) 

References

Admin, 2021. Indeed.com. [Online]
Available at: https://www.indeed.com/hire/c/info/what-is-workforce-diversity#:~:text=Find%20jobs.%20What%20is%20workforce%20diversity%3F%20Workforce%20diversity,religion%2C%20age%2C%20sexual%20orientation%2C%20physical%20abilities%20and%20ideologies.
[Accessed 24 July 2021].

Armstrong, Michael;, 2006. A Handbook of Human Resource Managment Practice. 10th ed. London: Kogan Page Limited.

Hanks, Christine;, 2018. wonolo.com. [Online]
Available at: https://www.wonolo.com/blog/what-is-workforce-diversity/
[Accessed 24 July 2021].

Employee Training & Development

Employee Training and Development

What is Employee Training and Development?

Training and development is a process to learn and improve skill as well as knowledge which direct employee productivity & performance in their current job role. It's addressing future performance of the organization through employee growth.

Companies with modern training and development process retain more employees with higher profitability. Trained and developed employees helps the organization avoid unnecessary costs due to losing talents. In simple manner these employees increasing their skills and also use them to their organization improvement as well.

Different Between Employee Training and Development

Some one can argue that both these subject are similar, but both these have different meanings and roles.

When talking about employee training, always it starts with specific subject or short term activity or immediate requirement or a need arise in a job role, likewise it refer to a specific subject of the employee.

Employee training focuses on helping the employee to do the current job better. It helping to solve the problem arising in their day to day job role and functions and empower the knowledge required to upgrade in the current job role.

In a more formal sense, employee training is the process of providing the required skills to an employee for a specific task.

Compared with training, employee development subject is a broader one.

It is a long-term activity that focuses on the development of an each individual staff skills accordingly and align with the goals and the vision of the company.

Can be defined as the process of employees refining, developing, and learning new skills that align with the goals and the vision of the company.

It focuses on whole skills of an individual to be able to raise as prospective person to the organization. Correctly developed individuals can lead to more job satisfaction which results in a more engaged employee and for newer possibilities and roles.

Employee Training	Employee Development
Short Term Activity	Broder Scope and long term activity
Focus on a specific role	Focus on entirety of an individual
Fulfill immediate requirement and need	Help groom newer possibilities and roles

Why Employee Training and Development is important in HRM

Prosperity of organization directly defend on continuous learning. It advantage to organization are familiarizes to changing scenarios and welcomes the development.

Here are a Few Benefits of Employee Training and Development in an Organization:

• Better Utilization of organization resources 
• Increase Profitability
• Employee Engagement to the process
• Performance Improvement 
• Positive Attitudes

Impact of Employee Training and Development to an Organization

1. Training and development make skillful employees and skillful employees would provide great service to the organization. 

2. By analyzing employers own skills and by polishing those skills organization can make them the best working employee in that field. 

3.There may be some employees in the organization lacking certain sorts of skills, through training and development make the opportunities to grow.

4. Company invested in training and development will result employees improve performance, efficiency and less defaults company time and cost will be saved. 

5. Training and developments will help employees to growth in their roles and be engaged with the organization and will want to stay in organization.

6. Training and development helps the employee to be prepared for better roles and set to handle more difficult situations which is the path for future leaders.

Conclusion

Training and developing employee skills will help employees feel more involved with the organization with better skill set and also influences the company culture to change. When employees feel confidence, autonomy and sense of value after training and development they are able to lead and inspire other employees better.

If the employee receives the right training then they can develop future leadership skills and can be more goal-oriented. It’s as simple as” If  company invest in their employee, their growth will invest back in the company.

                                                     (Source: Greggu, 2017)

References 

Armstrong, Michael;, 2006. A Handbook of Human Resource Managment Practice. 10th ed. London: Kogan Page Limited.

Azmi, Waqar;, 2021. StartuoHRtoolkit. [Online]
Available at: https://www.startuphrtoolkit.com/employee-training-and-development/
[Accessed 23rd July 2021].