The Dynamicity of the Business Environment - Essay Example

Name: Course: College: Course Tutor: Date: 28th March 2008 Many organizations have to keep changing their systems from time to time. This is mainly to ensure that they keep up with the dynamicity of the business environment. Various organizational changes have positive and negative effects depending on the magnitude of the change and the mode of implementation (Lee 2003).Ann Gilley et.al. (2003, p.50) states that it is not possible to ignore changes in the HRD. For instance an increment in the number of workers bring a about positive change because it leads to increment of productivity in an organization since more work is done within a short period of time. This brings about efficiency in the company in terms of time saving. It also enhances the level of skill in a company and encourages creativity in the organization. An increase in the remuneration of workers acts as motivation to the workers compared to the reduction of the remuneration payment. It increases productivity and keeps the workers happy ensuring a tension and stress free business environment (Grieves 2003). An the other hand, the retrenchment of workers can either be positive or negative depending on the size and magnitude of operations in an organization. The positive side is that it increases cost efficiency due to reduction in remuneration payment. Its negativity lies in the fact that productivity of the organization is reduced. Unlike the benefits that come in from the increment of the remuneration which will boast the workers morale in the place of work. If a manager keeps conflicting with many workers, it could be the manager who could be having a problem so it is wise to change such a person. A new manager also means creation of new business operation systems and therefore there is positive change in the business environment. Compared to the change in where the same manager could be moved to another department where the organisation does not incur the cost of hiring a new manager and at the same the cost the new business systems. (Lee, 2003) Many organisations try to cut on cost they incur while running business opting to higher more staff to have work being done in time and meet the deadlines set, far much the hiring of more staff helps them meet the deadlines, they spend more funds in the hiring process compared to upgrading the technological systems in the organisation which will help speed up the work efficiency while at the same time cutting the cost on the recruitment of more staff. There is need to way the options in the event of organisational change and base them on the benefits of one to the other. (Gilley, 2003) . Discuss how technological changes have impacted on HRD. Human Resource Department (HRD) is concerned with the training, education and development. It has over the time been defined as an organized learning experience within a definite time period with an aim of improving job growth and performance. The growth in technology is speedily going up reducing the time span in which the traditional knowledge is to be recycled. It has made the learning which is within the HRD functions easier through the access of knowledge which is beyond the classroom tradition. Technological change therefore may progress the HRD reforms but this will be possible if it is closely linked with the organizational change for instance the use of information technology. (Stone, 2008) Technological change has great impact on several functions like in the department such as accounting, stock control, inventory control, and also the storage. It is not only taken by the developing countries but also most human resources department in the industrialized countries. Nevertheless, in the human resources development area, IT offers a wide range of possibilities which has not yet been tapped in full potential. Among the fields of application of IT is among them distance learning which is within in-service training to management information systems in personnel management employing the reinforcement theory. This naturally has an impact on management having the technology increase productivity it also threatens the survival of the low-skilled workplaces and as a result higher skilled jobs are affected by the technologically-induced unemployment. (Reed, 1997) Innovative organizational culture can be shaped by the practices of a HRD that carefully chooses its practices in order to manage the talent that is within the firm. This will in turn affect the organizations continued growth. Technology is the major source of potential and structural change. In order to have the new technology be a success, it must acquire the support of the staff backed up by training and re-training. As a result of the change in technology, the HRD is called to change too for the IT changes implies changes in the skills and qualification requirements. (Pedeliski, 1997) Analyse the implications that EEO has on HRD.EEO and training & development All individuals regardless of their national origin, sex, colour, race shall have equal employment opportunities and they can only be limited only by the ability to do the job. Equal employment Opportunity as a legislation came in place to ensure that equal employment opportunities for all in various of employment sectors. There are various legislation that extends protection against discrimination in the search for an employment opportunity mainly for the persons with disabilities. This came in to place due to the great number of candidates who get discriminated against employment or far even being denied employment. There has been a great impact of the legislation on Human Resource Development among them being that there have been a large number of women managers, women have emerged holding positions in the managerial positions for they have remained underrepresented for a long while in comparison to their male counterpart. As a result of the equal employment opportunity, human resources development is impacted much in that only the best will qualify for the opportunities available therefore getting the best personnel to do the available to help the organisation’s achieve the overall objective. (Stone, 2008) The EEO makes the HRD and the training managers confront the issues of employment of the workers with disabilities with a number of human resource management tools and utilize various strategies. Among the strategies is the scrutiny of detailed job descriptions for each position. The department is from the EEO able to determine and individual’s ability to perform the job in the making. EEO also enhances the implementation of the promotional and appraisal ethics being followed by the HR department where people follow the ranks as they qualify for the given ranks in accordance with the set procedures. A lot has been put in place in the HRD like the ddepartment of Human Resource Management (DHRM), results to emphasize on the recruitment of qualified minorities, women, persons with disabilities, and older persons to serve at all levels of the organisations this in turn brings in good results for the organisation for due to the entry of a qualified personnel team. (Pedeliski, 1997) Conclusion It is always important that when implementing change in the HRD, to think carefully and if possible have a group making the decision instead of one person. This will enable the HRD to be able to balance the effects of the organisation change. He HRD should also be ready to embrace technological change and take for the benefit of the organisation. Bibliography Pedeliski, D. C. (1997). Privacy and the workplace. Technology and employment , Vol. 26, p. 524. Reed, D. R. (1997). The use of distance learning. Public Productivity & Management Review , Vol. 20, pp. 459-474. Stone, R. J. (2008). Human Resource Development. In R. J. Stone, Human Resource Development (pp. pp 365-413). Monica Lee, 2003 HRD in Complex World Routledge Publishers, New York Ann Maycunich Gilley, Jamie L. Callahan, Laura Lee Bierema, 2003, Critical issues in HRD: a new agenda for the twenty-first century: new perspectives in organizational learning, performance, and change. New York: Perseus Publishers, Vol. 2, p.50 Grieves, J. (2003). Strategic human resource, SAGE Publishers,. Read More