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How Will Business Restructuring Affect Employees - Term Paper Example

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This report “How Will Business Restructuring Affect Employees?” outlines the strategic plan for SportsCo regarding its human resources management including recruitment, training, employee relations, and redundancy strategies as well as changes in new outlets and closing of the high street outlets. …
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How Will Business Restructuring Affect Employees
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Download file to see previous pages The importance of the human resource management (HRM) function in modern organizations has now gained prominence as firms take cognizance of the significance of employees as the major drivers in corporation’s growth. This is true for both small and large enterprises that adopt flexible less rigid organizational structures. As prominent management analysts, Jack & Susan Welch assert the HRM function should be allotted a ‘position of power and primacy’ in an organization. HRM strategies should encompass a systematic, non-bureaucratic appraisal approach that can be scrutinized for its veracity; efficiency, methods of remuneration, recognition, and training that inspires and therefore retains employees; involve the line staff in decision-making aspects; and design a level organisation chart that has logical reporting links and duties (Welch and Welch, 2008).
At SportsCo, our strategic plan will encompass a review of the staffing methods including recruitment, remuneration, training and work schedules to ensure a more competent workforce and better retention. Schuler and Jackson (2000) assert that the impact of HRM is primarily exhibited in the ‘formulation and implementation of strategy’. This includes the planned vision or deciding the business of the firm, objectives, schemes, development, and execution, appraising, modifying, and refocusing on the upcoming projects. During the SportsCo implementation stage, the classification of strategic business issues (SBIs) and the setting of strategic business objectives (SBOs) will be established that will incorporate measurable and achievable set targets.
The importance of the human resource management (HRM) function in modern organizations has now gained prominence as firms take cognizance of the significance of employees as the major drivers in corporation’s growth. This is true for both small and large enterprises that adopt flexible less rigid organizational structures. As prominent management analysts, Jack & Susan Welch assert the HRM function should be allotted a ‘position of power and primacy’ in an organization. HRM strategies should encompass a systematic, non-bureaucratic appraisal approach that can be scrutinized for its veracity; efficiency, methods of remuneration, recognition, and training that inspires and therefore retains employees; involve the line staff in decision-making aspects; and design a level organisation chart that has logical reporting links and duties (Welch and Welch, 2008).
At SportsCo, our strategic plan will encompass a review of the staffing methods including recruitment, remuneration, training and work schedules to ensure a more competent workforce and better retention. Schuler and Jackson (2000) assert that the impact of HRM is primarily exhibited in the ‘formulation and implementation of strategy’. This includes the planned vision or deciding the business of the firm, objectives, schemes, development, and execution, appraising, modifying, and refocusing on the upcoming projects. During the SportsCo implementation stage, the classification of strategic business issues (SBIs) and the setting of strategic business objectives (SBOs) will be established that will incorporate measurable and achievable set targets. ...Download file to see next pagesRead More
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