Potential Impact on Technological Changes on Our Employees - Essay Example

Name : xxxxxx Tutor : xxxxxx Title : Potential impact on technological changes on our employees. Course : xxxxxx Institution : xxxxxx @ 2010 Introduction I sincerely acknowledge your industry fair trip to America. I believe that our Board of Directors is people of high integrity who accept any positive change to the company. You may decide to put your proposals through different types of changes. These changes include; Changes in technology, structure and strategy. However, as you try to bring your human resource manager I understand that employee involvement and participation is typically a major component of the bundle of practices associated with high commitment or best practice. In this study we will focus on each of the changes in regard to people management issues such as skills, performance, attitudes, behavior and culture. Changes in technology I kindly understand that from your fair trip in America that issue of technology was the centre stage of every debate or discussion. As Corrie Niemann of people works 24 says that a quantum leap in connectivity technology is altering the nature of human resources information systems which will slash the costs of managing Human Resource functions.I agree with on this particular issue of having an e-HRM. The foremost thing is that it will make us remain competitive and relevant in the job market. We are likely to end up being the most reliable company in the region. Venter (2003). - Recruitment On this I believe that use of electronic recruitment process can be of great advantage to our company in the sense that it reduces costs and minimizes time used to hire new employees. We should therefore upload our business units such that the job specifications are found on web. An added advantage to our company when we use e-recruitment system is that , when new job seekers are trying to apply for the advertised job on internet we can sell our company products ,services and policies through the web Venter (2003). However it is not a guarantee that all the employees in our company would agree to the same issue. We are likely to face resistance and denial from the side of the workers. But this should not act as a demotivating factor instead we look on way of trying to solve the issue of bad attitude form our employees such as firing or ignoring their grievance as notes Peter de Jager a provocative speaker, writer and consultant. e- Selection If we succeed in achieving an e-recruitment system we know select the applicants who meet the job specifications for m those who have applied. Venter (2003). This means that we don’t need to send any letter or make regarding a successful applicant nor to an applicant who receives a regret letter. Such a process of selection will make our company is above criticism in terms of interviews. The strength of the applicant can be assed online and this definitely saves us of time and is fare to the applicant’s expenses of travelling to the company.Our staff may not agree with the whole deal and they might argue that the interview would be subjective and that corruption will be manifested. You simply need to confidently explain to the board of directors that there will be maximum transparency and that the issue of e-selection will make our company a world company. e- Learning This can be the most effective way of training or even induction that our employees can have. The introduction of internet and intranet will be a welcome to our company. These will the company of extra resources that it has to spend in taking its employees to attend course outside their job, it also saves time and ensures that employees meet the deadlines of their work. Venter (2003). All employees for instance, the management, senior staff and junior staff will freely interact using the intranet and exchange their views and opinions about the company’s products and services through the creation of chat rooms. Our staff will undergo development training easily without any having to ask for a day out or even some having to leave the job. This saves the human resource management energy and time used in organizing for seminars and training of the employees. e- Performance Management Introduction of e-performance management system would help in evaluating our employees online. Our human resource department will organize and prepare appropriate standard forms which the management will use to evaluate the employees performance. However this form of evaluation can be challenging in the sense that inaccurate information can be posted on the website by employees who think that their work was not to standard. It is therefore important to come up with policies and regulations governing the use of e- performance management as a form of evaluation. I again see some employees being defiant to be subjected to the e- performance for fear of their strength being easily established. e- Compensation We can come up with a strategy that ensures our benefits packages remain competitive in the market so that our company receives credibility across boarders. Then to ensure that our employees are rewarded accordingly, we link the e- compensation programme with the e- performance management system. This will act as a motivating factor to our employees brings forth attractive and enhancing productivity. On presenting the above proposals I would like us to consider various people management issues such that your proposals sail through without much difficult; they include, The lazy, the simple minded, pessimistic, the uncertain, the opinionated and even the clock watcher and this we should do in regard to their skills, attitude, performance and culture. CCTV. The issue of using a closed circuit television is of welcome and of great advantage to our company. The use of CCTV will help in curbing vandalism and other related thefts which make our company undergo various losses. The installation of CCTV which is cheap nowadays should be done in places where there is high congestion mainly in the entrances and exit of employees. We should also come up with a monitor room which will act as the control centre of the CCTV system and this will help monitor such behaviors as theft, bullying, gambling, and sexual harassment, smoking and drug abuse. We will be preventive any such behavior that arises in future. This gives credit to our company. Changes in strategy You may decide to have strategies such as grand strategy, growth strategy or portfolio strategy. Grand strategy This is an overall corporate strategy for growth, stability, turnaround and refreshment or their combination. Growth As a manufacturing company you can choose to make a proposal to the board of directors suggesting aggressive attempts to increase our company’s size through increased sales. However, this comes with its own challenge of the people (employees) management. Most may resist the change because of the uncertainty whether their salaries would increase if such a strategy was to be adopted. Stability Your proposal regarding the stability of the company, I think it will be right to show attempts of the company to hold and maintain its present size or to grow slowly. We may choose to maintain our status quo, for instance, WD-40 Company produces a well known petroleum-base lubricant which is found in 75percent of US homes. The company pursues a strategy of stability as it has slowly added product including a hand cleaner and WD-40 pen. (Ghosha, 1998). Turnaround and Retrenchment Turnaround is a strategy which tries to improve easy flow by increasing revenues, decreasing costs, reducing assets or combining them. Retrenchment strategy is the liquidation of assets. For instance General Motors is trying to turnaround its American losses with funds raised through the sale of its shares in Fuji Heavy industries and Isuzu Motors. However, this strategy will face denial and resistance from the people became majority will be at the verge of losing their jobs. Combination We may decide to pursue growth, stability and turnaround and retrenchment concurrently in our different lines of business and operations. However, the skills and attitudes of our people may be a great challenge to overcome owing to the fact that majority may demand promotions higher pay or those who resist the whole process. (Ghosha,1998). Growth strategies In this case we have various options such as concentration, backward and forward integration and related and unrelated diversification When we have a concentration strategy we will grow in our existing line of business for instance Wal-Mart continues to our existing one. We may also choose to diversify and enter into a related or unrelated line of products. For instance Nike used related diversification when it diversified from sport shoes to clothing and then to sports equipment It is important to note that all the above gestures would definitely raise concerns from our people either in regard to their skills, performance and attitudes. Therefore it is wise that before implementing anything or putting the proposal forward to consider the views of our people to avoid disappointments. (Ghosha, 1998). Conclusion In conclusion it should be acknowledged that not all our employees will adapt to the changes or accept them. Most of them may decide to practice denial and resistance to change and it is vital that we implement every positive change that you see is of great help to our company. Each and every organization should try and help their staff to understand the new measures that we shall be taking and those who do not respect the authority we either fire them or simply ignore them. Bibliography Neuland, E. and Venter, D. (2003) foreign direct investments: Implications for South Africa. Management Today Yearbook 2003, Read More