Change Management Plan - Essay Example

The small branch set up has now almost reached 1000 workers other than seasonal internees. As an internee at the HSBC’s branch during last month, I assessed a strong failure in the Human Resource functioning and the need for the revival of Human resource activities, especially for the middle management. The Human Resource Department was operating on weaker edges with slow processing and systematic reviewing of employees’ performance. The employees with low working abilities and inefficient customer handling were assigned high level customer dealing.

The Manager Operations had not had his promotion since past 1.5 years despite outstanding performance. Some of the employees with higher level experience to tackle employees were given lesser portion of customer handling and more of technical work. The strategic significance of Human Resource was highly compromised and posed a strong ignorance to the performance appraisal and observation cues. There were ill defined scales to measure the performance of the employees that further drew them back from showing up to the potential.

There is an immediate need for systematic reviewing of Human Resource to uplift the behaviors and beliefs of the employees. Key Human Resource Problems: Performance Appraisal, Proper Placement and Compensation Management Importance of Human Resource Planning Human Resource planning is an ongoing progressive strategic execution for zero defect alignment between organizational goals and human resource management. HRM has to its excellence the privilege of showing Universal Superior approach to manage people (Pirzada, 163-176).

Human resource practices merge from the phase of acquiring new employees based upon need assessments till the layoff plans that could be needed in case of ineffective employee management or to clear the unexpected and undesirable results. One of the very important operations of Human resource planning involves posting the allocation of available talent to the best suited destination and reallocating the weaker or tedious minds to rotation (Vanhala, 2011). Most of the activities talked above in the above extract deal with the explicit side of Human Resource Management since another definable role of Human resource is to keep up with motivating the working staff through financial and non financial tools.

HR at HSBC A jist of both the phases is coordinately needed to ensure the retention of work force’s interest in the work objectives. In case of the Walnut’s Californian HSBC branch the employees need to be settled with effective placement, suitable to their skills and expertise and further be governed and coordinated for any work assistance, performance bonuses in case of extra performance and redefining of work schedules that get boring after repeated over and over for a long time (Coelho, 455-466).

Methodology to Workout HR Issues The key important factor for all the employee motivation related issues is performance management. Performance appraisal is the process of assessing and weighting the efficiency level of employees performance and dedication in their attitude and further communicating it to them (Rudin, 2005). Task I. Performance Rating Scale