MGT 420 Module 7 Benchmark Assignment: Human Resource and Change

MGT 420 Module 7 Benchmark Assignment: Human Resource and Change

The three major human resources management responsibilities are: attracting a quality workforce, developing a quality workforce, and maintaining a quality workforce.

Research The RSPS Scenario With Which You Are Familiar To Identify A Need For Change.

Based on the Rancho Solano case studied earlier in the course, you have been selected to make changes to the RSPS subsystems most in need of change, as well as make the necessary human resources management decisions to bring about that change.

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Write a 1,250-1,500 word paper in which you address the following questions:

1. What one major organizational subsystem needs to be changed in RSPS? Justify your choice.
2. How will that subsystem change affect two other subsystems within the organization and how will you realign the total system?
3. —— could you ensure the proposed change will satisfy any three stakeholders of RSPS?
4. How should RSPS attract, develop, and maintain the workforce required to bring about your proposed change?

Choose at least one of the following in your discussion about attracting a quality workforce to support the change: human resource planning, recruitment, or selection.

You must proofread your paper. But do not strictly rely on your computer’s spell-checker and grammar-checker; failure to do so indicates a lack of effort on your part and you can expect your grade to suffer accordingly. Papers with numerous misspelled words and grammatical mistakes will be penalized. Read over your paper – in silence and then aloud – before handing it in and make corrections as necessary. Often it is advantageous to have a friend proofread your paper for obvious errors. Handwritten corrections are preferable to uncorrected mistakes.

Use a standard 10 to 12 point (10 to 12 characters per inch) typeface. Smaller or compressed type and papers with small margins or single-spacing are hard to read. It is better to let your essay run over the recommended number of pages than to try to compress it into fewer pages.

Likewise, large type, large margins, large indentations, triple-spacing, increased leading (space between lines), increased kerning (space between letters), and any other such attempts at “padding” to increase the length of a paper are unacceptable, wasteful of trees, and will not fool your professor.

The paper must be neatly formatted, double-spaced with a one-inch margin on the top, bottom, and sides of each page. When submitting hard copy, be sure to use white paper and print out using dark ink. If it is hard to read your essay, it will also be hard to follow your argument. MGT 420 Module 7 Benchmark Assignment: Human Resource and Change

ADDITIONAL DETAILS 

Human Resource and Change

Introduction

Change is an inevitable part of life, and it’s important to be able to handle the change well. A good way to learn about how to deal with change is by learning about human resources (HR). In this article, we will explore some basic concepts in HR and how they relate to organizational change. We’ll also discuss some strategies for overcoming resistance to change.

What is change?

Change is a process of transformation. It means improvement, adaptation and renewal.

Change can be good or bad but it should always be viewed as an opportunity to improve your business or organization’s performance.

Organizational change

Change is a way of life. It’s not something you do once, it’s a continuous process that requires adaptation and constant renewal. Organizational change can be challenging to implement because of the resistance from employees who are accustomed to their current situation, or it can become overwhelming if you don’t have the right tools for handling resistance effectively.

What kinds of change exist in an organization? In this section we’ll discuss some common types:

• Change management – The process used by organizations when making changes within themselves or their processes; often involves communication between employees about why certain changes are occurring (and why they should support them), identifying ways for those changes to be implemented more successfully than before (e.g., new procedures), etc…

• Cultural change – This type refers specifically towards how things get done here at our company; what we do every day as part of our jobs has been shaped over time by decisions made by different groups within our organization – whether those decisions were made consciously or unconsciously — so now when someone wants something done differently they need some help getting their point across without alienating anyone else!

Why do people resist change?

There are many reasons why people resist change. Some of them are:

• Fear of the unknown. The human mind is a powerful thing, and it can make you feel fear in any situation. This is especially true when there’s no time to get used to things or learn how they work before you have to implement them yourself. For example, if your company has just been bought by another company and their new HR department suddenly wants everyone in the office at 9:30am every Monday morning for team meetings, where do you go? Who do they assign as your mentor? What’s going on with my job title? Are my duties changing at all? What if someone else gets promoted instead of me?!

What are the strategies and interventions that can be used to overcome resistance to change?

• Recognize that people will resist change.

• Use a variety of strategies to overcome resistance to change.

• Use a combination of strategies and interventions. Strategies and interventions can be used in combination with each other

Culture and Change

Culture is a set of shared beliefs, values and norms that permeate an organization. Culture can be thought of as the glue that holds an organization together—it provides meaning to work experiences and allows people to work together in ways that are productive.

Culture is often resistant to change because it exists outside the boundaries of any one person or department; instead it’s influenced by many factors including history, geography, leadership styles and so on. As such it’s difficult for leaders who want to make changes within their organizations without upsetting others who may feel threatened by those changes or resentful at seeing them happening around them (i.e., “the grass roots”).

Stakeholder Participation in Change

Stakeholders are those who have a stake in the outcome of a project or initiative. They include:

• Leaders from all levels within an organization;

• Employees at all levels, including new hires and current employees;

• Customers and other external parties that may be affected by your proposed change, such as suppliers, partners etc.

Stakeholder analysis is a process of identifying, understanding and managing stakeholder expectations. It involves gathering information about stakeholders’ interests (elements such as benefits to be received), preferences (what they want) or concerns (what they do not like). You should also consider their characteristics such as age group, gender etc., so that you can tailor your communications accordingly

Conclusion

We hope that these articles have given you an understanding of change and how to deal with resistance. If you work in an organization that is undergoing a lot of change, you may need to make some changes in your own thinking and behavior.