This website uses cookies to ensure you have the best experience. Learn more

Human Resource Management Vs Organisational Change

5213 words - 21 pages

1.0 IntroductionThis literature review aims to aid our understanding of the correlation between human resource management (HRM) and organisational change (OC). We look into four key areas such as: integrating HRM and OC; theories of strategic HRM; HRM's supportive vs. strategic role - should HR professionals maintain its traditional supportive role or adopt strategic roles; and lastly, how HR professionals manage resistance to change.We identified that HRM's focus is on managing people within the employer-employee relationship. It involves the productive use of people in achieving the organisation's strategic business objectives and satisfying employee needs. HRM needs to be more then just a ...view middle of the document...

Strategic HRM focuses on the linking of all HR activities with the organisation's strategic objectives (Stone, 2005). In Jacobs, Johnson and McKeown's (2007) article: HR is required to act as both a stabilizer and champion in the midst of storms of change. The rest of the organisation looks to HR to provide needed structures, processes and approaches to support change. Also to see that change efforts deliver long-term results.Stone (2005) and Heathfield (2007) both mentioned that the HR professional's role must parallel the needs of his changing organisation; these roles include strategic partner, employee advocate, change champion and administrative expert. HR professionals must fully develop themselves as whole leaders, owning both internal knowledge such as mission, values and strategies as well as explore vast knowledge outside their current sphere of responsibility, in order to effectively manage cross-organisational initiatives (Losey, 2004).2.0 Literature Review - Critical Issues2.1 The integration between Human Resource Management (HRM) andOrganisation Change (OC)HRM is not purely coordinating an organisation's human resources; it plays a role to intentionally incorporate the interest of an organisation and its employees (Stone, 2005). When an organisation is expecting to transform, the alignment between organisation's strategies and HRM's policies and strategies plays a critical part. With that integration, HR functions can support and facilitate the achieving of organisation's strategic goals. In addition, Guest's approach demonstrates such integration is able to achieve superior individual and organisation performance (Graetz, Rimmer, Lawrence and Smith, 2006).However, in many situations, HRM is not recognised to be part of a strategic role for organisation transformation. Due to the fact that HR activities are not viewed as value adding to organisations and both internal and external customers (Touche cited in Stone, 2005), and HRM is often neglected in organisational change. This could be because HRM held administrative roles in the Personnel Management (PM) era (Hallier, 1993). With such, many companies outsource components of their HR activities (Stone, 2005).Conversely, when organisations are going through transformation, there will be a change in strategies and this requires the coordination of HRM functions (Cornelius, 2001).Therefore, HR's responsibility is to get involved in developing and implementing organisational change, and act as a function between organisation's human capital and strategic direction (HRfocus, 2003). With that, HRM's policy, systems and practices can be exploited to facilitate change. This reinforces and illustrates the influential force of HRM.Consistent with this, it is shown that with specific HRM's policies and practices aligned with organisation strategies, desired organisational change can be realised (Graetz, Rimmer, Lawrence and Smith, 2006). Different notions of such functions have emerged....

Other Essays On Human Resource Management VS Organisational Change

Adidas HR strategy - overview of HR strategy at Adidas - Human Resource Management - Essay

1349 words - 6 pages Strategy of managing human resource refers to the how ADIDAS treat and manage the employees. With the strategies ADIDAS able to maintain the loyal of employees to the ADIDAS and the willingness of employees to do the hard job in order to enhance the productivity of the organisation. Furthermore, employees are the internal customer of ADIDAS. So, ADIDAS need to satisfies the employees before satisfies the external customer. External customers

Desktop Upgrade Management Project and financial analysis and human resource and potential risks - Project Management - Assignment

760 words - 4 pages ) Unplanned service outages "Downtime" No formal change management strategy in place. Design and implement change management policy/process (mitigating)   Quality of Service/Product Delivery Supplier failure of quality procedures  Supplier – Quality Testing Plan. (Mitigate). Invoke Contract/ Penalties (mitigate) Internal – Quality Testing Strategy Plan (Mitigate) Training on Quality Testing procedures. Processes (mitigate Price Fluctuation in Product

Integration and transfer of HR functions using HRIS (84 - 86) - Human Resource Management - Case Study

602 words - 3 pages and was willing to make it happen. Also, with his background knowledge in a large company and in customer service and performance management he would make a good champion for the cause. Although some might regard him as inexperienced because of his age, he was able to induce change and was seen as a visionary at his former company. 2. They've built such different database systems because both divisions level of IT literacy are on two different

Organizational change management - AAI/Business - Assignment

570 words - 3 pages Cliffs, CA: Prentice-Hall, 1984, pp. 2-3. 4. “An approach to organizational change in which the employees themselves formulate the change that’s required and implement it, usually with the aid of a trained consultant.” Dessler, G., (2003). Human resource management, 9th edition. New Jersey: Prentice Hall. · Since there are old and newer (see the years of the citations given above) definitions of OD, what does this suggest? It suggests that OD has

Creativity Innovation and Design Argumentative Essay - RMIT - Essay

2449 words - 10 pages Leadership on Employee Creativity: The Role of Learning Orientation’, Journal of Asia Business Studies, vol. 9, no. 1, pp. 78-98. Dul, J, Ceylan, C & Jaspers, F, 2011, ‘Knowledge Workers’ Creativity and the Role of the Physical Environment’, Human Resource Management, vol. 50, no. 6, pp. 715734. Elsbach, KD & Stigliani, I, 2018, ‘Design Thinking and Organisational Culture: A Review and Framework for Future Research’, Journal of Management, vol. xx, no

'There Is A General Reluctance To Examine Ways In Which HRM Can Be Integrated With And Contribute To The Overall Direction Of An Organisation.'critically Discuss

1994 words - 8 pages the basis for managed organisational change.ConclusionIn conclusion, in order to gain a competitive advantage, it is fundamental that the Human Resource Management function is a key player in the formation of business strategies for an organisation. Without the link between business strategy and HRM, the HR function simply becomes a "Personnel" Department and looks after only the transactional activities. It is apparent that performance culture

ceva logistics decision making and how it affects organisational structure - utas , AMC MLM - assignment

2571 words - 11 pages belief systems shared by members of the organisation, culture helps you pursue the organisations goal, the culture is mainly influenced by management, and is part of management. 7 | P a g e Types of organisational culture include (a) Strong vs weak culture:looks at the level of sharing of the core values and the degree of commitment of organisation members to these core values. (b) Soft or hard culture: culture is soft here where the

Comment On HRM Definitions

773 words - 4 pages MBA -ICBT Campus-Sikkim Manipal University IndiaComment on HRM definitions.HRM Assignment 02Dinavi Wanniarachchi4/5/2009MBA -ICBT Campus-Sikkim Manipal University India | Human Resource Management2a. “HRM is a function performed in organisations that facilitates the most effective use ofpeople (employees) to achieve organisation’s and individual goals”Ivancevich and Glucckb. “Human capital management is philosophy considers

Information Technology: An Important And Successful Tool In Business Process Management Pro Gramme

2322 words - 10 pages individual excellence and perhaps high levels of individual performance than they are of a systems-oriented focus on quality. Regardless of an organization's decision--to abandon individual performance appraisal, or to modify the system to gain a better fit with the emphasis on quality--the organization will need to make significant changes. The human resource management department should lead this change process. (Zairi, 2002)Feedback about quality and

Does strategic HRM effect business progression? - Human Resources Management - Essay

2157 words - 9 pages Many organisations are becoming progressively aware of the significance of strategic human resource management (SHRM). The recognition of SHRM is a critical factor in the performance of organisations (Edwards and Rees, 2006). Furthermore, Wright (2005) argues that this awareness has driven SHRM as a key field of study, which in turn has accelerated the development of newer tactics in the management of organisations and human resources (HR

discussion questions 5030 (new generations) - university of north texas - new generation

1406 words - 6 pages millennial has high aspirations to make contributions to serve the community in addition to having a strong social conscience. Even though a millennial has a desire to develop rapidly and keep up with the challenges, old generation might see this as a potential weakness because a millennial wants to get results quickly without thinking about what the consequences negative. Public Human Resource Management (PHRM) should adopt and understand

Similar Papers

Job Design For Human Resource Management Human Resource Management Essay

1941 words - 8 pages human resource management as it should be tied directly to an organization’s goal and strategies but at the same time be able to motivate employees and encourage productivity (Hall & Heras 2010). One of the issues of work design is to address the question where authority should lie when determining job contents. According to Hornung et al. (2010), a top-down job redesign can lead to individualization whereas a bottom up redesign can lead to

Strategic And International Human Resource Management Unisa Assignment

2382 words - 10 pages · Setting standards of performance that challenges employees to change the way they were performing their routines · Reviewing excellent employees performance on a daily basis · Providing employees with training programme sessions 2. Human resource management function – the step entails the reorganisation of the HRM function. · Human Resource Audit – the audit has been performed at Hampton Inn Hotel by means of Questionnaire which was done. The end

Exploring The Impact Of Human Resource Management On Employees: System, Configuration And Practice Effects

2013 words - 9 pages EXPLORING THE IMPACT OF HUMAN RESOURCE MANAGEMENT ON EMPLOYEES: SYSTEM, CONFIGURATION AND PRACTICE EFFECTS Juan Carlos Bou1, Kim Hoque2 and Nicolas Bacon3 1 Universitat Jaume I 2 Birkbeck, University of London 3 University of Nottingham 1. Introduction Many recent studies have explored the relationship between human resource management practices and organisational performance. Most of these studies suggest that a bundle of complimentary

Strategic Management Paper Discribe Human Resource Management's Role As A Strategic Partner

1272 words - 6 pages organizations decide to merge (Pomeranz, 2009). Human Resources (HR) planning is usually seen as an important part of the strategic plan when health care facilities make the move to merge or restructure. The functions of the HR management team as a strategic partner is to help in the plan and implementation of policies. Organizations that merge will face many challenges with maintaining regulatory and accreditation requirements (University of Phoenix