The top management may require the HR professionals to support the change initiatives in the organization. As project leaders, they need to be familiar with the interests of the employees so that the initiatives can be adjusted to make the employees feel more comfortable with the changes that occur. Greene argues that, as it deals with the culture of an organization, the HR department is uniquely positioned to take responsibility for this role in the firm. Csoka further suggests that HR professionals can add significant value through the management of the change processes in an organization. Ehrlich adds that the HR department must anticipate change and be knowledgeable in its implementation.
Step 6: Assessing Talents (Internal) Assessing talents one of the most important things for Human Resources Manager to identify capabilities of the staff designated for higher level responsibilities and leadership in the organization. Talent management represents an organization’s efforts to attract, develop, and retain skilled and valuable employees. Its goal is to have people with the capabilities and commitment needed for current and future organizational success. Effective planning of employees movement from one position to another within an organization will improve their performance and cost effective method of talent deployment that can become a key component of organization strategy. According to (Becker, Huselid, Ulrich, in The HR
A. Evaluating strategic options A desired result can be produced through effective implementation of strategies. Effective strategy means when it accomplished to attain the short term or long term goals which is in line with the vision and mission of the organization as well as the expectations of the stakeholder. Top level management should understand how effectively operational process in an organization can be done in a competitive environment and the organizational components which influence the operational process. The organization has many choices in strategy formulation.
In order to achieve maximum efficiency in these operations, human resource managers have to ensure that staff roles are reinforced. This helps operations to run smoothly as every individual is made aware of their role. Hr managers also need to maintain an open-door policy, which enables employee involvement in some level of decision making or innovation of new processes. The employees also have to be motivated to work, which is usually done through appraisals and rewarding good
If the output is not as per the desired input, a detailed analysis of the results must be done. Feedback from employees must also be taken. Success and failure must be identified and keynotes based on that should be taken care off in future projects. • Rewarding success: With the achievement of each milestone, the success of same must be celebrated and key involved person must be rewarded. This will enable the desire for working on the new system and thus leading to further success of the system.
This process is usually an agreed framework of planned goals, standards, and competency requirements with the aim of meeting an organisations goal. This process involves feedback and the management of an employee’s progress and achievements so an effective action plan can be implemented (Armstrong, 2009). Furthermore, employees can be considered invaluable to an organisation and need effective management strategies to boost their performance (Ahmad, 2012). Therefore, more organisations are realizing the importance of employees and consider PM as a strategic issue, hence the adaptation of effective HR practices (Khan, 2013). This adaptation is
When the organization addresses employees’ problems and fulfills their needs, they will manifest desirable behaviors such as solidarity, morality, and innovativeness. Maslow’s theory of human needs also affirms that motivated and empowered individuals employ their capabilities and talents towards the accomplishment of organizational goals such as productivity and quality (Kinicki & Fugate, 2016). At the same time, the organization should empower employees and give them greater freedom over their work because they deal directly with organizational facilities and equipment, are usually the first persons to detect problems, and are more competent in resolving them and making improvement suggestions (Stevenson, 2015). Employee empowerment will boost employee commitment to the organization and dissuade them from joining its competitors. Empowered workers exhibit extra role and corporate citizenship behaviors, which will help the organization achieve its mission and its objectives (Robbins & Judge, 2013).Moreover, employee empowerment will rebuild the psychological contract between the organization’s management and its employees, which will motivate and encourage them to increase efficiency and
( Madanat and Khasawneh 2017:118). TQM guidelines as they have powerful and positive effect on HRM procedures, the proceedings of HR will be transformed from the usual to quality-oriented procedures when a company is concentrated in quality. Operating human resources efficiently will enhance worker’s satisfaction and motivate them to make the perfect improvement of company achievements. ( Madanat and khasawneh 2017
The normative commitment proposed by the Allen and Mayer's model will be used to measure organizational commitment. This study will do in the quantitative method and using the SPSS analysis software to analyse the data. 1.8 Significant of study From this study can understanding the changes in organizational culture and affect the commitment of employees. Organizational culture is a significant effect on how employees view commitment, and how values and philosophy guide the employees’ performance in the organization. However, the employee commitment is important to ensure the successful implementation of the organizational plans and policies.
Management has to ensure that the employees do everything to satisfy the customers of the organization. Organizational behavior helps the managers to improve customer service and organizational performance. Improving skills: Organizational behavior helps in better management of easiness as it help in improving it provides skills that the employees can use on the job such as designing jobs and creating effective team. Innovation and changing: Organizational behavior helps in stimulating innovation and changes it is organizational behavior which fosters ideas and techniques to promote innovation and changes by improving employee’s creativity. Work life balance: Organizational behavior helps in designing flexible jobs which can help employees deal with work life balance issues.