StudentShare
Contact Us
Sign In / Sign Up for FREE
Search
Go to advanced search...

HUMAN RESOURCES: ORGANIZATIONAL DEVELOPMENT & CHANGE - Essay Example

Cite this document
Summary
HR has been judged by experts as inept strategic partners in facilitating organizational change that produces measurable results. Beth Anson, who worked as Vice President of Human Resources of a mid-sized hospital, presents us with a case for HR that has been able to 'operationalize strategic change' from a key insider-viewpoint…
Download full paper File format: .doc, available for editing
GRAB THE BEST PAPER97.7% of users find it useful
HUMAN RESOURCES: ORGANIZATIONAL DEVELOPMENT & CHANGE
Read Text Preview

Extract of sample "HUMAN RESOURCES: ORGANIZATIONAL DEVELOPMENT & CHANGE"

Download file to see previous pages

First, it shows that partnership for organizational change is both strategic and effective when the CEO takes a proactive response to changing market dynamics and is committed to both the organization's performance goals and human resources; and views HR as a strategic partner. Second, it demonstrated the importance of HR's ability to work effectively with senior managers as trusted business partners to be able to initiate and coordinate during the change process. Third, it showed how HR systematically evaluated and adjusted its capabilities in supporting and sustaining the changes, from recruitment to training, compensation, and measuring effectiveness of the new model.

Most importantly, HR also took ownership of organizational change communications to employees by developing a comprehensive plan that even included a communications guide for managers and opportunities for exchange and feedback at all levels. However, although there was mention of the immense workload, there was 'no mention on how the HR department structured itself' to enable it to lead, facilitate change and at the same time handle its pre-existing administrative workload. What expertise and qualifications constituted HR's talent pool Was outsourcing used This information is an essential component to the model of 'operationalizing strategic change'.

Moreover, this model only begins when there is already full CEO support to HR. As other article reveals, HR is not commonly seen as a strategic partner and is not included in the initial change process. Possible bias of the author is negated by objective evidence of the success of the program. The hospital's operating margin has increased from 4.2 percent in 1995 to 17 percent in 1999. Based on hospital surveys conducted employee satisfaction has increased and 99 percent of patients declared that they would return to the hospital and/or recommend it to a friend or relative requiring hospital care. 2. Mohrman, S. A. (2007).

Designing Organizations for Growth: The Human Resource Contribution. Human Resource Planning, 30(4), 34+. Susan A. Mohrman, a senior research scientist at the Center for Effective Organizations in the Marshall School of Business at the University of Southern California. Her research and consulting work focuses on organizational design, knowledge management, human resource management, and organizational change and capability development. Her work has given her a widened perspective and insight to present us with a proposal that powerfully integrates and increases the relevance of HR work today.

She argues that talent management, growth agenda, and the organization's design are not only highly interdependent but they limit one another. Hence, 'organizational design for growth' gives sense, meaning or framework to HR professionals on how their work can contribute strategically. But how can HR contribute if as Mohrman acknowledges, there is a current lack of broad organizational design expertise by HR She asserts that it is imperative for HR to develop the following organizational design competencies: high level understanding of organizational design and various design options; diagnostic capabilities to detect when designs are not supportive of business strategies and to

...Download file to see next pages Read More
Cite this document
  • APA
  • MLA
  • CHICAGO
(“HUMAN RESOURCES: ORGANIZATIONAL DEVELOPMENT & CHANGE Essay”, n.d.)
HUMAN RESOURCES: ORGANIZATIONAL DEVELOPMENT & CHANGE Essay. Retrieved from https://studentshare.org/miscellaneous/1524346-human-resources-organizational-development-change
(HUMAN RESOURCES: ORGANIZATIONAL DEVELOPMENT & CHANGE Essay)
HUMAN RESOURCES: ORGANIZATIONAL DEVELOPMENT & CHANGE Essay. https://studentshare.org/miscellaneous/1524346-human-resources-organizational-development-change.
“HUMAN RESOURCES: ORGANIZATIONAL DEVELOPMENT & CHANGE Essay”, n.d. https://studentshare.org/miscellaneous/1524346-human-resources-organizational-development-change.
  • Cited: 0 times

CHECK THESE SAMPLES OF HUMAN RESOURCES: ORGANIZATIONAL DEVELOPMENT & CHANGE

Caf Co - Importance of Ulrichs Human Resource Model

This is especially true to the line management because in this aspect the management is responsible for the administration of all human resource activities which when brought together plays an important part in ensuring the organizational output is well coordinated to meet the organization's objectives as well as targets.... hen Café Co adopted its new human resource management, the human resource though being deemed as one of the resources of the organization was deemed to be the most important resource of the organization....
9 Pages (2250 words) Case Study

Human Resources Management: Reengineering Towards a Global Perspective

The purpose of this essay "human resources Management: Reengineering Towards a Global Perspective" is to discuss the recent tendencies and advancements in the sphere of human resource management.... hellip; Much as we are aware of the significance of the human resource aspect in organizations, a strategic form of management applied within the arena of human resources permit the easier facilitation of organizational change.... Here, it is revealed that the role of good human resource management practices can be a determinant for building a strong ethical foundation to eventually change a culture that has some of the indicators of a weak ethics system in an organization....
6 Pages (1500 words) Essay

Human Resources as an Indispensable Part of the Organizational Culture

According to Wikipedia, the definition is: "human resources have at least two meanings depending on context.... human Resource has become an indispensable part of the organisational culture of contemporary times.... human resource is theoretically that part of the organization that takes care of the staff and the labour aspect of the business.... The human resource department in the company these days has a proper hierarchy and organisational culture and the head of this department is regarded as an important member of the business itself....
16 Pages (4000 words) Essay

Human Resource Development

This paper has tried to evaluate the major forces which drive organizations to bring about a change in their management philosophies and how these changed perspectives affect the Human resource development policies of these firms.... Strategic steps for human resource development are among the most crucial decisions that organizations take as these decisions usually are the critical factors which determine not only the effectiveness, but also the efficiency of the organization and its workforce in the long run....
22 Pages (5500 words) Essay

HR Organizational Development in a Company

How then should changes for organizational development be best handled? The famous Italian diplomat and theorist olo Machiavelli once said that “There is nothing more difficult to carry out, nor more doubtful of success, nor more dangerous to handle, than to initiate a new order of things” (Hitt, 1988, p.... organizational development (OD) is about a long-term change that involves either the entire system or a sub-system of an organization towards more productivity....
11 Pages (2750 words) Research Paper

Development and Implementation of Human Resource Policies

It will illustrate the ethical considerations that should be included in policy development as well as the legal implications of human resources policies.... human resources policies refer to the decision on employees' matters and can be made without submission to higher levels of the organization.... HR policies ensure guidelines for the employment relations within the organization, thus identifying the recruitment intentions, promotion, and development of the employees, the compensation etc....
6 Pages (1500 words) Research Paper

Human Resource and Organizational Performance

Moreover, through looking at the wellness/safety and health of the employees such as development of accident prevention strategies, substance and AIDS abuse policies, health and legal safety policies, and promotions and implementations of wellness programs, companies make its employees comfortable and work towards the achievement of the company goals and objective.... dditionally, a strong Human Resource offers Training and development services to their employees to boost employees' skills and knowledge in their job areas to international standards....
7 Pages (1750 words) Essay

Human Resource Development

This assignment outlines the peculiarities of human resources development and its organizational strategy.... hellip; Digit (2009) asserts, “human resources training and development is a function within a human resources department that increases individual and organizational performance to achieve desired organizational results”.... This paper analyzes the role of the human resource management, the importance of its development, benefits and its role in employee performance....
10 Pages (2500 words) Assignment
sponsored ads
We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.
Contact Us