Managing People in Times of Global Change - Literature review Example

Human Resource Management Name Course Name and Code Date According to Gallivan et al (1994), incremental change therefore can be perceived to have a small impact over the organization. The incremental method entails partial modification and adjustment to the present products, procedures, norms, structures as well as knowledge while radical change implies remarkable improvements. It is for that matter that I will consider the radical approach since it will help bring the desired state by the Minister of Finance. This level of change is associated with the intensity as well as the degree of the implications change is expected to produce over the concerned individuals (Williams, 2010, p. 248). Radical change is best since it will help the organization in attaining its objectives easily compared to the incremental approach which takes long time. The radical approach will ensure that the organization attains its objectives easily compared to incremental approach, which takes more time, and in the end one can easily veer of the track but in the radical approach one cannot easily veer of the track though it comes with various setbacks that requires competent management team for its effective implementation. Radical changes seriously change and have a great impact on the current situation therefore, it will be resisted and feared by a majority of the employees (Nilsson, Tolis & Nellborn, 1999, p. 48). Advocates of the rapid change argue that when change is rapidly implemented it can aid employers to counterbalance as well as contrast employees resistant to change hence leaving little room to hindrance (Rogers, 2009, p.64). Considering this perception, circumstances, which the probationary time of the change is short, will make easy to change to be able to pass it. Yet over a short time frame, it is less certain that resisting forces could gather in order to contrast change effectively, in fact, individuals require more time before gathering while the change that has been proposed could impend personal interests and get detrimental implications over the status quo, therefore making them to shift from the comfort zone. On the same point taking a different viewpoint, advocates of incremental approach to change enforcement professes that taking a long time to introduce change would ensure that change a longer trial time frame which one can identify miscalculations, anomalies as well as amend accordingly (Stonehouse & Houston, 2013, p. 206). According to McGeorge & Zou (2012, p. 71), reengineering which is a result of radical approach can be instrumental in bringing about rapid changes in an organization. Various explanations have considered the important rethinking as well as a radical redesign of a business process to get considerable improvements in quality, cost, speed, service and cost. Often, reengineering necessitates that mangers begin from scratch when thinking how work ought to be done, how people and technology should interact as well as how work in the organization need to be structured. Human resource issues are fundamental to these decisions. Firstly, reengineering necessitates that managers develop an environment that will instigate change in an organization (Lussier & Achua, 2001, p. 282). Secondly, reengineering attempts are dependent on an effective communication process as well as leadership. Thirdly, reengineering necessitates review as well as modification of administrative systems. Selection, training, job descriptions, career planning, compensation, performance appraisal as well as labor relations are candidates for change to encourage reengineering efforts. Some of the efforts that can be implemented to improve Republic of Tuvai Tax Inspectorate. Job analysis and design For any employee to work satisfactorily, their abilities, skills as well as motives to perform the task ought to match the requirements of the job. Mismatch leads to absenteeism, poor performance, turnover as well as other issues (Bohlander & Snell, 2010, p.152; Condrey, 2010, p. 587). In the Republic of Tuvai Tax Inspectorate, only 4 out of 20 managers are respected professionals the rest are not qualified to handle such post. This implies that during job analysis and design the radical approach will prompt various measures that will lead to an improvement in the management team. The Republic of Tuvai Tax Inspectorate has few inspectors with the required competency in terms of legal knowledge, finance as well as behavioral skills. This implies that they are instrumental to the tax department since they do not qualify for the job in such a case the incompetent workforce ought to be changed with a competent team. On the other hand, such a staff can be offered refresher courses in the respective areas that they are not competent this will help in improving the image of the tax department. During job design on should be given a responsibility that commensurate with his skills (Mathis & Jackson, 2011, p. 63). For effective job analysis and design recruitment, selection, induction as well as staffing ought to be conducted. Recruitment, selection, induction as well as internal staffing Largely, the efficiency of any organization is dependent on the efficiency of its employees. When an organization does not an effective labor force, it is destined to have poor performance. Subsequently, external recruitment of personnel is a fundamental human resource function. Recruiting as well as selecting a competent labor force necessitates various human resource activities, which entails labor market, testing, interviewing as well as long-term planning. In Republic of Tuvai Tax Inspectorate, all these need to be done since the tax watchdog has a poor image and has a low-status service. This will help in changing people’s image as well as perception regarding the organization. After employees have been put in respective positions it is pertinent that are introduced to a number of issues in the organization, for instance, their superiors, co-workers as well as their tasks. It is also fundamental that the new employees are taught how to operate various machines in the office. Republic of Tuvai Tax Inspectorate there were computers that were bought expensively but did not yield the intended results since the employees were not taught how to operate them which ended up in the resources not being used. Besides recruitment of employees, the internal workforce movement by means of promotion and transfer is pertinent (Paludi, 2013, p.11). Republic of Tuvai Tax Inspectorate most of the individuals were promoted but there was no increase in responsibilities instead it was just a change in the job group. This ought not to be the case since in rapid approach it will entail changes in job description as well as an increase in responsibility (Grobler & Warnich, 2006, p. 9). Appraisal, training and development and career management According to Morris (2006, p. 244), growth of any organization is related to the development of its personnel. A stagnant organization results when employees do not grow and develop their work. Strong employee development plans cannot guarantee success of an organization however such program can be instrumental in expanding organizations. Appraisal is fundamental development function since during such activity an employee becomes aware of any deficiencies in performance are informed on what they should undertake to improve on their performance and therefore become promotable ( Grobler & Warnich, 2006, p.10). Compensation and health Human resource experts for a long time was experiencing the problem of compensation, for instance, how jobs should be assessed to ascertain their worth? Are they fair? Are salaries and wage levels competitive? Can one create an incentive compensation system that is tied to performance? ( Grobler & Warnich, 2006, p. 11). 1b) Tamare would be the best candidate to help in the management of change in the organization. Upon perusing his profile is evident that he has a wide experience of 20 years in running various financial departments at a rural regional level and rural district. Tamara has ardent local network regions she has worked before. This can be instrumental in giving her an added advantage since she has interacted with various in the same system and can easily convince them. For the radical approach to be effective it requires someone who is reliable and approachable of which Tamara is one and her competitors lack these qualities. Considering that change ought to be instituted in the organization and most of the employees would not be happy moving from their comfort zones Tamara can be handy in such a situation since she is good at getting trust as well as reconciling opposing perceptions to get the desired results. All members of the board of appointment would like to get immediate change in The Republic of Tuvai Tax Inspectorate Tamara can be helpful in attaining the desired change since she can reconcile opposing views which will rise owing to the approach used in bringing change in The Republic of Tuvai Tax Inspectorate. Tamara could be best suit for the job since she has a wide experience in running financial departments at regional district level. This would best fit her since she has strong networks in parts of the country that she has worked. Considering that Tamara is 48 years old it implies that she is old and mature enough to run the organization and she bestowed its leadership and one would be confident that it would run effectively. Since radical change is usually infrequent probably all the four candidates have never had an opportunity of instituting it however upon reviewing Tamara profile she would best help in implementation of change since she exhibits signs of performing well and considering that radical change takes more time to complete. Tamara would be the best since she would help in making huge investments when planning as well as implementation of change. Radical change brings about total change in the way the organization is run it changes daily lives of each employee and the lives of main stakeholders, such as suppliers, customers as well as alliance partners. Bearing in mind that the expected radical change will touch on everything and everyone in the organization and Tamara has an ability of winning trust as well as reconciling opposing views to get to the expected results she would reconcile the opposing views since the changes that she would bring about would touch on almost everyone in the organization. Case 2 According to candidate A the main problem facing Transworld Development is high costs subsequently he proposes that the high cost ought to be reduced. For the effective running of any organization its operational costs ought to be within its reach since if the operational costs exceed what the organization has it will imply that they will have to stretch available resources, which will have far-reaching ramifications on the organization. For instance, in FNA’s lower earnings of the local partners aided in maintaining its profit margin but with income from development projects declining in after 2005 their strategic appraisal in 2009 prompted great emphasis on working in nations for local clients and not for donors but directly for government as well as business in nations in South and East Asia. It is evident that the organization has a high operation costs and at the same time it has declined in income. This implies that the organization cannot have enough funds to run their activities, therefore having a low operational cost will aid in improving the firm’s profitability. This will help in improving the firm’s profitability. When the high number of core consultants is reduced by 50% it will help in improving its profitability since it will have reduced its expenditure. Reducing the number of core consultants will imply that only competent core staffs are retained by the organization. This is what ought to be done since the large number of core staff has not helped the organization to attain its objective therefore it would be prudent if the number is reduced. Reducing the administrative post will also help in restructuring of the organization so that only competent administrative staff is retained. Recruiting local associate who are paid according to the local rates can be helpful in reducing operational cost since when a common scale is used in paying employees some employees will get more salary compared to what the local market rates. On the other hand, having a salary scale that is commensurate with local market rates in areas that have salary rates will imply that more money will be spent on paying them compared to when a common salary scale is used. When administrative staff has a performance target in the form of the value of current projects per head will be instrumental in encouraging the performance out compared to when there are no performance targets. This strategy will aid in minimizing costs, therefore reducing the volume of contracts, which should be worn to cover costs. According to candidate B the main issue is the lack of an established ethos or established in the company informal management as well as a tradition of reacting adapting to short-term changes that take place in the market. This candidate advocates for expansion of the organization's products as well as the organization. Expansion of products or services offered by a company implies that the firm has diversified. Diversification comes along with a number of advantages as well as disadvantages (Schneeman, 2012, p. 185). According to Preissl, Haucap & Curwen (2009, p.367), diversification comes with a number of risks and necessitates careful investigation. In some instances some businesses have attempted to exploit diversification by exploiting areas that are not well known to them therefore this implies that the business is likely to experience losses if this is not well planned. In such cases training is important so that the business can gain from its diversification this implies that time and money is spent on training of personnel therefore this is an extra cost to the business. This can easily distract the business from its commitment, focus and at the same time lose grip with its main objective. Diversification is only helpful when the market does not show signs of expanding (Stonehouse & Houston, 2013, p.117). To establish the likelihood of success of any product a number of tests can be undertaken, for instance, cost-of-entry test, attractiveness test as well as better-off test (Carysforth, 2004, p.34). According to Petty, Palich & Moore (2009, p.391), a firm will have to spend additional resources on the newly launched business. In such a case if it is not well planned some departments may be forced to get less funds since this will affect the effective running of the organization since some areas may be ignored at the expense of others. This is likely to lead losses if it not well managed. In case the business venture is not well managed, then it is likely to lead to losses which is likely to affect effective running of the core business eventually this is likely to lead to collapse of the entire business. This is very disastrous since all the funds that will be invested will not be recovered. The new business venture has implications for the already existing business. It will lead to many funds being on the new venture (Allen, n.d p. 408). Some of the staff from the core business may be diverted to the new business venture this is likely to lead to an imbalance in the management of the company. It is also worth noting that diversification can be compared to a business opening a new outlet in a different location. This has implications on the main business for the business has to plan well for the expansion if it is not well planned then the entire business risks closure. Interestingly, the enterprise may grow very fast and eventually suffer from diseconomies of scale. On the other hand, diversification can be instrumental since when it is well planned it can help in increasing an organizational revenue sources (Thomsett, 2013, p. 43). Diversification also helps in increasing a firm’s customer base since it will be in a position to serve various customers compared to when it is not diversified. This strategy is the best but it needs careful planning before it can be implemented (Bragg, 2011, p.182). According to candidate C the main issue facing the organization is a relic traditional North-South development assistance and he suggests that a new global pattern ought to be adapted and he proposes abandoning of all European headquarters apart from few residual function and also develop a motion for reducing staff numbers so that a majority of the present staff in each category leave in 3 to 4 years. 2b) Diversification is the best approach however as stated above it comes with a number of disadvantages. Nonetheless with careful planning it can be instrumental in helping the organization to attain its objectives. When the existing headquarters becomes an international hub there ought to be more than four regional offices in four continents. This implies that each continent will have one headquarter. The potential recruits do not necessarily have to go to the headquarter to get training this can be done at the regional office level. Making use of the regional offices will help in bolstering the potential of regional offices since it will imply that these regional offices acquire more resources, which will help in training. Even though acquisition of more facilities at the regional level is instrumental to the organization it has some financial implications on the organization. Nonetheless, this will only be burdensome to the organization when they institute it but in the end it will be easy to run since they also reduce their expenditure. The company should also expand into new areas especially those that involve application of human resource expertise especially involving application of human resource expertise, for instance, executive search, human resource management, services for small organizations as well as for expatriate companies as well as NGO’s. This will help in expanding the scope of the company. To some extent this will help the company to diversify in new areas that have been unexploited. It is also worth noting that the diversification should be instituted in steps since when the new changes are instituted at a go it will imply that the company will have a problem of managing the new changes. When managing the new changes becomes difficult it will imply that the organization will have problems of running which will lead to it getting losses and hence making them uncompetitive in the end. When the organization becomes uncompetitive it will imply that that they will need for money so that they can be able to turn around the prevailing scenario. Contract offered to the employees have to be short-term and for the contract to be renewed the management should consider the performance of the employee before renewal this will encourage the employees to work hard so that they can be retained by the management. Obstacles are likely to occur when the organization is expanding since expansion comes along with costs, which can have drastic impacts on the organization. However, this obstacle can be overcome by ensuring that there is careful planning. Careful planning will entail determining what is required against the present scenario (Robinson, 2012, n.p). Planning entail determining how the expected goal will be achieved. It is essential for the organization to have a business plan. Having a business plan comes with a number of benefits to the organization. Having a business plan gives an opportunity to test a new idea so that the management can determine if the new idea holds promise of success. A business plan will help the organization to have a well-articulated statement of the business vision and mission. The plan will help the organization steer through tough times since the plan will help in predicting areas that are likely to bring about problems in the organization. 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Williams, C 2010, Management, Cengage Learning, Belmont. Read More