Printing Organizational Change - Case Study Example

Human resource Issues in printing sector Name Professor Institution Course Date Human resource Issues in printing sector Introduction The printing sector is experiencing several changes. The improvement of digital technologies intensely influenced the means in which information is communicated to clients and has given individuals the capability of producing documents in their own documents, thereby limiting dependence on traditional printing firms. One situation of this phenomenon is, Freeman and Rothenberg report (2006) on declining demand for traditional print commodities, giving information from the Newspaper Association of America which shows a decline in newsprint use of 14 percent. In order to compete, they have to continue enhancing their performance by finding a way of reducing costs, product innovation, enhancing quality and speed to market (NAA, 2004). How and why organizations' have changed Today's business setting needs an organization to undertake changes nearly constantly if they want to stay competitive. Aspects like globalization of economies and rapidly developing technology force business venture to react so as to survive. The current printing managers occupy a very demanding position faced with concerns of how to uphold a competitive advantage in printing sector whilst managing an organization over constant change. Quick change is taking place as printing institutions endeavors to implement new technology for instance digital printing, adopt quality Gravure printing, and upgrade 3D printing. Because of these changes, printer machine manufacturers are designing new technology that aims at making printing cost-effective and more efficient. Information Technological changes are frequently established as an element of larger strategic transformation, even though they at times occur on by themselves. A significant factor of the ever changing technology is finding people or various departments in the organization that will be affected by the change (Schraeder &, Paul & Rodger, 2006). Another change in the printing institution organization is the hiring of younger generation to drive that change. Printing sector is dominated by technology; therefore need for the younger generation who has the ability, interest and dynamism (Schraeder & Paul & Rodger, 2006). Every generation of individuals brings a different set of skills, and interests. A printing organization created during the prime of the baby boomers is not likely to perform well for the post-generation x lot. The background of the two different generations is diverse, in part since newer generations have the tendency of reacting against aging workforce and because technology transformed organizational culture in some major ways. The companies have moved to create teams as fundamental building blocks. A team-based organizational arrangement results help in reducing inefficiencies and constantly enhance work processes. How organizational changes have impacted upon the HR function An organization's operational and business climate normally change often, which therefore also impacts the function of human resources. In several situations, the Human Resource department operates as a connection between organization management and workers, performing a crucial role in enabling the change process. In printing sector, changes usually impact HR in vital areas. Staffing Printing organizational change therefore brings the demand for the HR department to emphasize on staffing challenges. Since printing sector is experiencing rapid expansion due to technology advancement there is a need for HR to conduct recruitment and add more staff, so HR have to concentrate on increasing its recruiting structure compensation plans to draw more talented personnel. Any printing institution in decline will need HR to come up with severance packages and do worker terminations. HR personnel will also have to adjust job requirements for the remaining employees if the layoffs lead to a change in job roles. Eases Fears Organizational change in the printing sector frequently creates uncertainty and fear for employees; therefore it is the work of HR to take measures to ease these fears. For example, when a smaller printing firm is bought by a large firm, the course of action may create anxiety for employees concerning their capability to adjust to new procedures and processes. According to Kotter, (2011), this could necessitate the HR department to take up a public relations responsibility by indicating the potential advantages of the new agreement, and offering guaranteeing that jobs are secure. Designing a Plan When senior management of a printing firm informs HR of awaiting change, for instance a business development which requires the need to recruit more employees, the human resource department requires working in hand with management to design a plan to adopt the change efficiently. For example, it can be tricky for the printing firm to effectively hire and train a large number of staff at once. Instead, HR and management will be needed to work the way forward in which employees are recruited at intervals to make sure a complete vetting process and systematic training. Effectiveness of current recruitment and selection and training and selection and development Printing Industry covers several fields of economy. Printing Industry produces several kinds of products which need at every step of daily life. The improvements in technology have led the organizations to implement the new methods to lessen the cycle time and resource wastage (Printing World, 2003). Therefore, to maintain in international market competition; organization defines the skillful human resources. Recruiting An effective recruitment process for printing company evaluates internal and external applicants. According to a research by Development Dimensions International worker referrals are the most effective way of recruiting. Printing firms spend time searching candidates who are technology savvy (ibisworld , 2013). Selection Printing firms decide precisely what skills they want from a worker and tailor their interviewing and selection procedure to perfect in on individuals with these skills. Also, evaluate what strengths the current team is short of. Training Most printing firm retrain even qualified candidates because of the ever changing technology; nevertheless an effective hiring and selection process lessens the time the organization will spend in training new employees. To make their company effective printing companies train on soft skills, as well as flexibility and dependability (Kotter, 2011). Conclusion To fulfill this change, printing sector needs more skills and resources, both financial and human, to utilize the latest technologies. Since printing is a service sector, cost maintenance and high quality is crucial on all the organization because nearly all the modern companies employ sophisticated devices for manufacture work. Their product has to be supplied at minimum cost on a given time bearing the superior quality. Reference Freeman, S & Rothenberg, S 2006, Success under adversity: Differentiating leaders from laggards during hard times in the printing industry (PICRM-2004-10), Rochester, NY, Printing Industry Center at RIT. Newspaper Association of America 2004, Facts Figures and Logic, Viewed 18th April 2013 from http://www.naa.org/Topics-and-Tools/Audience-and-Circulation/Research/2011/~/media/NAACorp/Public%20Files/TopicsAndTools/AudienceAndCirculation/Facts-Figures-and-Logic/Circulation-FFL-2003.ashx Printing World 2003, RR Donnelley takes over Moore Wallace, Printing World, Nov. 13, p. 4. Schraeder, M., Paul, M and Rodger, M 2006, Employee Involvement, Attitudes and Reactions to Technology Changes, Journal of Leadership & Organizational Studies. Spring Ibisworld 2013, Printing Market Research Report, Viewed 18th April 2013 from http://www.ibisworld.com/industry/default.aspx?indid=433 Read More