Another face of change focus for the organization is techniques and tools. These are organizational procedures, systems, as well as, other interactions planned to produce a project or service (Spector, 2013, p. 6). In ASDA case, in order to make changes in regard to the poor quality and customer satisfaction, Archie could utilize and implement a total quality management process. Additionally, he could use a balance score card and run operations lean so that there would be a solid balance between the financial objectives and the internal/ external business processes. The balance between non-behavioral and behavioral elements can lead to success (Spector, 2013, p. 6).
The commitment of the employees and the positive cooperation of the employees help the underlying company in order to easily achieve all of it targets. If the employees of the company cooperate with the company positively so that the company can get a competitive advantage. The techniques and principles of the human resource management help the Easy Jet Airline in order to achieve all the objectives of the underlying company. In order to manage the individuals of the underlying company, the human resource management of the company is very helpful in managing the individuals of the company. The working environment of every company must be the high-quality working environment so that the individuals will become motivated in performing the tasks of the company.
For the success of HR planning there are critical factors that must be considered. • HR planning must be an integral aspect of the organisation’s bigger plan, and those involved in this process must share in the organisation’s vision, mission and objectives. • Managers of all departments must offer support in the success of the strategic plan and should therefore see it as part of their responsibilities. • It should be communicated on all levels to all the employees. • The HR plan must be clear and suit the organizational requirements.
It is how they manage people and business. They were some competencies that every HR leader should possess as per Dave Ulrich: credible activists, business ally, operational executor, strategy architect, culture and change steward and talent manager organization designer. The HR practices should be to align, integrate and innovate the people, performance, communication and work. The people in the organization should be talented and the right people should be placed in the right place in the right time. The performance management should be linked to the people management.
Thereby the HR department now became more than a business function: it became a business partner, reaching out to support lines of business. 1990s and beyond: Finally, came the era of Talent Management: While strategic HR continues to be the major focus, HR and L&D organizations are now focused on new set of strategic
This model is best suited for a company that knows that they need to change the way they operate, but they are not sure of what to do to implement the required changes successfully. By analyzing the seven aspects of the company and how they affect each other, you will highlight the changes you need to make to create a united approach to business. The seven aspects are; strategy, structure, systems, shared values, style, staff, and skills (Nohria, & Khurana, 1993). The change management team should look at the following questions: What are the company objective’s? What is the strategy to achieve them?
It is noticed that HR has a multifaceted part within organisations. Its basic ascription is planning the forthcoming HR actions as per the business requirements grounded on the present conditions. It demonstrates that HR has the role to examine the present strategy so that it may facilitate the upcoming changes in the business strategy that may perhaps fascinate new job roles in a company. The reasons for HR planning are the rapidly changing environment that effects organisation as a whole. This is why in order to prevent from these issues HR planning is important.
This also ensures that work is done efficiently between departments that have to work together. Employees should feel that they are able to approach their managers to resolve conflict or problems. Thus, managers should be an approachable figure towards the staff. Managers should also have access to the team above them to clarify matters on company's regulations and issues and transfer the information over to their own department. This will make the employees feel that they can approach their manager.
The HR must develop strategies, which help to foster low attrition as well as higher productivity. These two factors contribute to the company’s ability to have a competitive edge. Examples of strategies that the company can adopt are having allowances and bonuses for exemplary employees. Employee surveys are also important as they help management gauge how satisfied their staffs are as well as develop strategies on how to improve. Trainings and seminars that are company sponsored help motivate employees to be better and aspire to grow within the company.
In the airline industry the transformation process of the main service is the flight itself. Consequently, the passenger during the flight is in transformation process. Another pivotal input for an airline is information which when it collected and estimated it is in transformation process. 2.2.1 Mass Service Process As far as Ryanair is concerned the main objective is to expand passenger volume and capacity. The basic element that characterise the companies that utilise the mass service process is the high labour intensity combined with low level of interaction and customisation (Nickson,2007,p.12).