Organisational Design Human Resource Planning

Question: Describe about the Organisational Design for Human Resource Planning. Answer: Introduction Human resource management is a new approach that has gained a lot of attention in the past few decades. The approach aims at improving the overall productivity of an organisation and optimising the performance of the employees by improving the work conditions and establishing better employee-employer relationship. Present Human Resource Management Status Due to globalisation, the competition between rival firms has reached a global scale and it has become impossible for business organisations to achieve market competencies on the basis of processes or resources as they are easily replicable. As a result, business organisations are relying upon their human resource to perform better and help companies in achieving market competencies. Thus, a lot of stress is being given to the management of human resource throughout the world. With the increasing competition, the management of human resource of various companies are coming up with very unique and effective ways to manage their human resources. Some of the new and upcoming concepts in the management of human resources are: Work-life balance helping the employees to have a balance between their work lives and personal lives Contingent workforce hiring employees with special skills for a short period of time Decentralized work sites Employee involvement/engagement Changing skill requirements, etc. (Andrew, 2016) The concepts discussed above are helping a lot of companies in achieving a performance oriented workforce that is more engaged in their jobs and is committed towards their company. Thus, these concepts can be used by any company as they are proving to be very effective and are helping companies in making their employees perform better and becoming more effective. Abc company pvt. Ltd. ABC Company Pvt. Ltd. is a service sector company that provides technology related solutions to its clients. The company was started in 1987 and is one of the leading companies in the industry as of today. The company has workforce of over 4,790 employees and has its offices in 4 countries. Being in the service sector industry, the company heavily relies upon its human resources for preforming well but of late, the company has been facing a lot of issues related to the management of its human resource. The failure of its employee involvement scheme, performance management system, awards system and loss of credibility and job satisfaction have been some of the issues that the company has recently been facing. The proposal for the strategies that will be undertaken by the newly appointed personnel manager during the first six months are given below: First of all, the company needs a better communication system in the workplace. From the case study, it is evident that the employee involvement program failed because of lack of a proper communication system in the organisation. The resistance to new programs was experienced just because some important people were not made a part of the discussion. Further, many of the senior officials thought that the proposal was not well prepared and was also not developed properly. In the first six months, the new personnel manager will establish effective communication channels that will pass on important information and data to all the stakeholders of the company so that they all feel that they have been a part of all the important decisions and avoid resisting any initiatives later on (EduKart Blog, 2016). Another issue observed in the case study is that there are already two unions that have members in the organisation. Trade unions can hinder the progress of the organisation by reducing the bargaining power of the senior officials while two unions mean a greater chaos. Thus, within a span of six months, the new personnel manager will try and put an end to multiple unions and give the employees an option of forming a single union that would represent the interest of the employees (Smallbusiness.chron.com, 2016). From the case study it can also be observed that the employees have to lose credibility and are not much satisfied with their jobs as a result of grandiose schemes that are not fully developed and also have some implementation issues. It is important that the employees of the company regain the credibility and start becoming satisfied with their jobs. To achieve better results, the personnel manager aims at increasing the levels of employee engagement in the organisation by undertaking various initiatives, such as providing interesting work, empowerment, job rotation, training and development programs, etc. (Engagement Multiplier, 2016). It is important that the employees become more engaged in the organisation as the human resource management of the organisation has not bene much effective in the past and only by engaging the employees, the new manager will be able to improve the overall work conditions and gain confidence of the workplace. One of the top most priorities of the new personnel manager would be to propose an idea of a new performance management system in the organisation. The basic motive behind the new performance management system will be to make the w work environment more performance oriented and to increase the effectiveness of the employees. The new performance management system will be designed in the first six months by forming a team that will gather, share and analyse important information and data retrieved from the employees so that an effective performance management system can be designed. The team will also be responsible for sharing important information with the stakeholders and form a communication channel so that there is not resistance to the designed system during or after implementation (Hrcouncil.ca, 2016). As a performance management system is complex to be designed and required a lot of accuracy, only the designing of the system will be allotted a time period of six months. Another important function that most of the human resource managers forget is potential appraisal. Potential appraisal helps in identifying hidden talents in the employees and then predicting the future possibilities for them. It is a future oriented approach that can actually help an organisation in identifying the employees who have the capability to take up higher job positions whenever there is a vacancy. The new personnel manager will also aim at designing a potential appraisal program along with the performance management system so that the management can praise the employees on the basis of their performances as well as the potential that they have (Whatishumanresource.com, 2016). Conclusion Human resource management has become an important part for all all business organisations as the workforce is becoming more competitive and demand better working conditions to perform better. ABC Company Pvt. Ltd. is operating in a sector that is highly dependent on the effectiveness and efficiency of its human resource to achieve market success and to perform better in the market. As a result, for the company to achieve success, it has become very important to carefully review its human resource management practices and undertake new initiatives to correct the previous practices, which have not been successful and have rather been resisted by a number of senior official and union members. 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[online] Available at: https://smallbusiness.chron.com/disadvantages-union-membership-employers-perspective-33242.html [Accessed 13 Dec. 2016]. Whatishumanresource.com. (2016).Potential Appraisal - Human Resource Management l Concepts l Topics l Labour Laws l Online. [online] Available at: https://www.whatishumanresource.com/potential-appraisal [Accessed 13 Dec. 2016].