Organisational Change Management - Essay Example

The selected functional organisational structure will make the employees of the company to behave differently, for instance, there will be increased communication. This is very healthy for the business operations of a company because more information and knowledge will be shared among the departmental employees. Moreover, there will be efficient allocation and use of the company’s resources among its employees, and since there will be a more harmonized chain of command; the employee’s morale will be higher.

As communication is improved among the employees, there is more knowledge sharing because the staff members tend to form a strong work relationship. In this regard, decision making processes are made faster since there is a lot of coordination among the employees. This also implies that there is little duplication of the company’s resources since its raw materials and labour operate more efficiently, because every employee concentrates more in his/her role, as outline in the firm’s job description manual (Beardwell & Claydon 2007, p.68). Managements of various organisations recognise the roles played by the human resources in the workforce planning initiatives.

For this reason, the human resources managers are expected to assume the broader role of implementing the overall strategy that is geared towards attaining the most efficient workforce in an organization (Robbins & Judge 2009, p.92). Regarding this, workforce planning should incorporate the right number of employees, who have well defined roles/job descriptions. This will help in managing issues of understaffing or overstaffing in different departments within an organisation.  Human resources investments practices also reduce employees’ turnover, a situation which facilitates stability within the organisation.

The department that is tasked with the activities of managing the human resource proves to be influential to the organisation, individuals, as well as the society in general. An increasing level of attention has been accorded to the personal and family needs of the members of the workforce. Employees, as well as the members of the public, are demanding an enhancement of the social responsibility, especially when the employ­ers engage in the activities of managing human resources (Kew & Stedwick 2005, p.94). Focusing on the workforce planning initiatives, there has been significant rise in the number of employees’ complaints with regard to how they consider jobs to be ruinous to their lives.

Many of them argue that, nowadays, excessive working hours are detrimental to their health. Complaints relating to the discrimination against minorities, women, the aged, as well as the physically disabled have increased. Much of the complaints are raised with respect to such issues such as hiring, grooming, promotion, and compensation.