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HRM Strategies and Global Business Prospects

 

The functions of the Human Resource Management such as recruitment, selection and training define the culture of the organization. The HR activities influence the employees’ behaviors and build the values that promote good organizations culture. The organization culture consists of elements such as environment and atmosphere, compensation procedures, standards and policies, people, and leadership components. Notably, the organization which encourages the employees’ involvement is likely to achieve high cultural values at the different level of management. Through the efforts of HR department, the organization can come up with the proper link between the management styles and the organizational strategies.

Furthermore, HR department provides the required consultative services such as planning and implementation of the major organization changes . The HR has a significant role in managing change in the workplace. For instance, the HR takes leadership roles at all the stages of a change in an organization. Through change, the organization can incorporate new ideas, solutions, and growth in the firm, thus, acting as a breakthrough from the comfort zone and take alternative routes . The organization with appropriate changes strategies embraces business transformational ideas and incorporates the latest innovations in their system, thus, promoting competitiveness.

Human Resource department performs the specific roles in change management which include offering the communication platform, acting as a watchdog, establishing a change agenda, training the managers, proposing the adapted solutions, and predicting emotional roadblocks. The HR leadership monitors different phases of change in the organization. Furthermore, HR department can acquire the expertise and business intelligence and share them with some departments such as marketing and finance. Apart from determining the specific milestone of the organization, the HR leadership anticipates the possible negative reactions from the employees which can deter the implementation of the change. Consequently, the HR proposes the possible solutions to the bottlenecks towards change. While managing the change, the HR must incorporate a different aspect of organization cultures such as structure, training, rewards, and incentives.

To appropriately and successfully implement the organization change, the HR must devise the proper culture based management strategies. First, the organization can propose the correct incentives for the hardworking employees. The compensation must encourage the employees to accept and engage with new instructions which support the change. Second, the management must redefine the cultural values to conform to the newly introduced changes. The change in the organization values and actions can make the employees accept new ways of working in an organization. To ensure that the workers adhere to the new standards, cultural norms, and processes, the management must exercise the authority to reduce the opposition. The level of authority depends on the nature of change and seriousness required for the implementation.

Fourth, the management can shift the burden of change by creating a new structure with transformed processes, workflows, and values. To elaborate, the workers are quicker to adapt to the new environment than oppose the newly introduced changes. Finally, the organization can ensure the successful implementation of new procedures and processes by recruiting the champions of change. To avoid a high degree of resistance from the workers, the management must delegate the work of championing for change to the employees. The HR leadership can recruit the frontline workers who share the information regarding the need for change with their peers. Furthermore, the firm can adopt the strategies for creating a cohesive culture in the organization (Hickman & Silva, 2018). For example, the management can encourage sharing of ideas, empower employees to make personal decisions, promote transparency, and incorporate funs in business procedures.

Amazon strategy for change must embrace newly created online activities which young people supports. To successfully develop and implement change, Amazon must focus on key issues which include integrity, duration, commitment, and efforts. The factors must be in line with the Kotter’s Change Model that describes the elements of the big opportunity. The company must explore the extent to which it can rely on the team managers, supervisors and the staff for the implementation. For the change project to take roots in the organization, the management must determine the strategies of boosting the commitment of the different groups in the company. The implementations team calculates the extra efforts the employees must put beyond their current responsibilities to achieve the change. Finally, Amazon must frequently review the long-term projects to ensure that it achieves the set objectives.

In some cases, the change may not be voluntary. As a result, the organization can face challenges relating to unethical concerns . Due to the dilemma of forced conformity, the employees may resist the organization change. The company management can develop the ethical change initiatives by introducing appropriate organization culture. The organization culture introduces a set of principles, values, and beliefs which determine the conducts of the employees. The managers have the responsibilities of ensuring that the workers behave ethically and in the best interest of primary and secondary stakeholders. The organization set the code of conducts and ethics which guide the behavior of individuals in the organization. Finally, the management must differentiate clearly the ethical and unethical issues in the organization. For instance, the top managers must devise appropriate strategies for solving ethical dilemmas and follow the rule of law.