Exercises in Strategic Human Resource Management - Essay Example

30 April 2007 Strategic Human Resource Management Application Exercise Part 3: Design a Strategically Aligned Organizational Model for Your Company 1. What changes in structure, system, staff, style (particularly in the leadership team) or shared values are needed? After conducting the analyses required in the earlier sections, problem areas in the organizational model of Aerated Concrete Industries, Co. (Acico) have been specifically identified. Thus, the evaluation which shows that a lot of changes need to be implemented in order for the business entity to achieve aligned organizational model: the organizational structure of all the departments needs to be transformed from being hierarchical to horizontal. As identified he previous section, there have been widespread problems in the communication within Acico necessitating more efficient transfer of information from the top management to the employees in the front line. The organizational structure should be adjusted in order to facilitate the easier and freer flow of information within the different employees in each level. The top management should also take an effort to print out the company’s strategies, objectives, and goals and distribute them to every individual in the organization. One of the major changes which will also be implemented is the role of the human resource department within the business organization. Currently, Acico’s the human resource department is concerned only about the operational aspect of management specifically administrative issues but will be also be involved in the strategic aspect of management. This will be started through the appointment of new VP for Human Resource. Recognizing that the business organization’s human resources are strategic partners of Acico, it will only be logical to give the department a significant portion in the shaping the company’s vision, mission, goals, and strategies. The human resource department will be taking on an active role in shaping the strategic direction of the business organization. In the operational aspect, staffing and recruiting will be taken more seriously by setting a set of more stringent standards. Prospective employees will not only be admitted to the organization based on their credentials but most especially on their knowledge, skill, and personality type. This will ensure that the company hires competent individual to man the different positions. In order to keep up with the requirements, intensive training will also be conducted specifically on the management team. A comprehensive training program will be conducted regularly which will equip managers with the knowledge and skills for their positions. Acico will also be intensifying its effort in motivating its workforce through the installation of a reward system comprised of monetary and non-monetary incentives. Top management should also take their part in this motivation strategy by reaching out to lower level employees and empowering them by giving them the chance to make some minor decisions on their own. 2. How would the organization function better after these changes are made? I believe that putting these new strategies in place will introduce new changes in the business organization which will bring about a total turnaround. Overall, these changes are geared in motivating employees. Recognizing their essential role within Acico, the company can now communicate this clearer to their workforce through involving them in the strategy making process. With the increased enthusiasm and interest from employees, productivity is expected to be in an uptrend. The work environment will be transformed becoming more fun rather than the boring, routine jobs. With these changes, I think the company can survive for more generations to come and keep up with the expected growth and competition. With the new VP for HR, the employees’ needs and complaints will be given more attention, thus, lowering employee turnover. 3. What are the flaws in your new design? What problems does it create? Managing organization change has always been a challenge for the company’s top management. In implementing the aforementioned new strategies, I believe that Acico will have to cope with a transition period before the smooth flow of operation will resume. Right now, I am not able to recognize flaws in the new design until these changes are actually implemented. It is possible that Acico will need to meddle with resistance from some employees in the organization. However, it will be ensured that the changes will be fully disseminated across the organization. It will also be communicated that the main aim of these changes are to empower, look after, and motivate employees to excel in their given responsibilities. This will possibly minimize if not eliminate the problems which can surface. . Student’s Name Instructor’s Name Course Name 30 April 2007 Strategic Human Resource Management Application Exercise Part 4: Develop a Strategic Change Plan 1. Are members of the organization, especially key managers and opinion leaders, sufficiently dissatisfied with the status quo? Does energy for change exist? Being included in the top management of Acico, I believe that my colleagues also recognize the problem involving the company’s workforce. Key managers are not sufficiently dissatisfied with the status quo but like me, I can see that they are also eager to implement the necessary corrective actions in order to enhance Acico’s efficiency. One thing that I appreciate about our employees is their loyalty to the Acico family. Over the years, I have seen how the entire workforce has been responsive and receptive to the changes implemented by the management. They have always been very optimistic to transformation and they always receive and welcome these changes with open arms. Thus, I can say that there will be no problem on generating the required energy needed for organizational transformation. However, this energy for change can further be enhanced and stimulated through proper, extensive, and intensive communication with all the employees of Acico. I strongly suggest the creation of a newsletter intranet which will highlight the changes to be implemented and the reasons for these changes. Through this effort, we will be explaining that the organizational change will be solely focused on improving the interest of Acico through the growth and development of our workforce. As a member of the top management team, I believe that I can highly contribute to the implementation of these changes by being a role model for my colleagues and other lower level employees. I believe that in order for the transformation to happen, everyone should make the commitment of changing his own self before he is able to change other people. I will do this by spending more time in reaching out to our employees in order to understand their concerns especially those which are directly related to their responsibilities in the organization. 2. In what way will the top management team and other key employees and constituents be involved in the diagnosis and development of strategically aligned organizational model? The diagnosis and development of strategically aligned organizational model is a team effort of the entire company including the top management team, key employees, and constituents. The diagnosis requires the participation of the entire workforce and not just the top management. It should be noted that the hierarchical structure of Acico hampers informational flow within the firm thus, making the top management team largely unaware about the specific day to day problems encountered by lower level employees. Recognizing this, the top management team should inquire about the problems faced by all the employees in Acico in order to come up and develop solution which will remedy all the problems which are identified and presented. Strategic alignment is primarily a function of the top management team as their task is to set the strategic direction that Acico will take. Thus, the top management team faces the challenge of development of a strategically aligned organizational model where they either adjust the company’s strategic management or the company’s workforce in order to be in line with Acico’s strategic objectives. Student’s Name Instructor’s Name Course Name 30 April 2007 Strategic Human Resource Management Application Exercise Part 5: What Are the Implications for You and Your Role in Managing Change 1. If you are the general manager, what are the implications for your own role, particularly your leadership of the organization, and how will you spend your time? Being a member of the top management team of Acico, I believe that I play a huge role in the transformation of the business organization. Recognizing the problems with the organization and the changes which need to be implemented, I strongly desire to make these changes as soon as possible. I am also very enthusiastic about the results of the organizational transformation which makes me a more optimistic and energetic leader. In terms of my leadership, I have begun to diagnose my past relationships with the workforce and how I handle them. Through this realization, I become aware of my past mistakes and lapses especially in terms of motivation. I have been very absorbed in my duties as a decision maker, giving me less time in catching up with other lower level managers. With the plan of instilling more motivation to employees and reaching out to them, I believe that I can start this right away by enabling my constituents to see the leader Acico needs to have. In order to do this, I will lessen my preoccupation in decision making and spend more time with lower level employees, gathering their concerns, needs, and complaints. I plan to be a proactive factor for change and communicate these to employees by giving them the attention that they require. 2. Plan in concrete terms the first steps you plan to take when you return to your organization to begin the change process. What are the personal and organizational risks? Being enthusiastic with the implementation of the identified changes, I plan to begin the effort as early as return to Acico. The first step that I would like to take is to schedule a meeting with the top management in order to discuss the problems I have identified and make a proposal on the strategic changes which I would like to implement. This consultation will be needed in recognition that each of us will play huge roles in the transformation. Through this, I can also solicit ideas from them on how to improve the strategies as well as problems which as problems which can arise from the implementation. With this move, I will be facing personal risks as I will be exposing myself to the disapproval of my colleagues. There are chances that my ideas for change will not be accepted as it will be deemed unnecessary or some of them will be wanting to stick to the status quo. Read More