Strategic Human Capital Management

Week 3, the lecture on Managing Change describes organizational changes that occur when a company makes a shift from its current state to some preferred future state. Managing organizational change is the process of planning and implementing change in organizations in such a way as to decrease employee resistance and cost to the organization while concurrently expanding the effectiveness of the change effort. Today's business environment requires companies to undergo changes almost constantly if they are to remain competitive. Students of organizational change identify areas of change in order to analyze them. A manager trying to implement a change, no matter how small, should expect to encounter some resistance from within the organization.

Organizational change management is something that takes into consideration both the tools and processes and tools that managers are able to utilize to make the essential alterations that are an organizational level. Greatest organizations want change applied with the least struggle that occurs. For this to happen, change will have to be applied with an approach that is structured in order for the transition from one form of behavior to another institute wide will be easy.

Organizational change is the term used to describe the transformation process that a company goes through in response to a strategic reorientation, restructure, change in management, merger or acquisition or the development of new goals and objectives for the company. The realignment of resources and the redeployment of capital can bring many challenges during the transformation process and organizational change management seeks to address this by adopting best practice standards to assist with the integration of new company vision.

Robert E. Ployhart says it best when stated in (PLOYHART, R. E. 2015) the field of strategic human capital and the field of organizational behavior need each other, they just don’t know it. To better emphasis in order to optimize the competitive advantage for organizations that comes from human capital organizations have to enhance their employees attitudes towards the company and create a culture that best fits the organizational goals. A company’s human capital asset is the collective sum of the attributes, life experience, knowledge,

Organizational change management is the outline for managing the change management strategy. It also helps with the corporate processes for structural and cultural changes of Blue Cross Blue Shield. Change management helps our organization realize why the change was essential so that we can accept all changes and goals to move forward. Change in our organization is good for all of the employees since it will help them gain new skills and competencies and this in fact is an organizational goal of the company. The first step for our change management strategy is creating urgency. For this change to occur, the whole establishment needs to be on board and really wants it. Developing a sense of urgency around the need for change can trigger the initial motivation to get things moving. Without motivation, individuals will not help and the efforts for the change will not go anywhere (Kotter, 1995, p. 60). Managing change across the board if it is not done correctly can be damaging. The second step is to convince our employees that change is necessary. This frequently takes strong management and noticeable support from important people within our organization. Dealing with change is not enough one will have to lead everyone in this process. Once shaped our change partnership or coalition needs to work together as team and continue to build urgency round the need for change. Our goal is to be successful. It requires that our organization gets all of the knowledge it can so

An organisation’s performance is vital to an organisation’s success. It is agreed upon that strategic human resource management (SHRM) can be a beneficial tool in achieving optimal organisational performance. Kentucky Fried Chicken (KFC) is a large-scale fast food chain with over thirty thousand employees (MarketLine, 2016). KFC must ensure all employees are motivated so that they improve their productivity, performance and ultimately achieve the organisation’s objectives by increasing their profit. However, as fast food organisations do not incorporate high performance work systems (HPWS) to manage their human resources, this resulted in low flexibility, decrease in the level of skills and abilities of employees and the employee’s perception of the organisation. This has also led to lower staff morale and increase in staff turnover. In order to resolve these issues, SHRM practices can be implemented. The use of the ability, motivation and opportunity (AMO) framework can be beneficial in determining the underlying reasons for employees’ behaviour that has led to low productivity, decreased motivation and high turnover. Additionally, an employee’s perception of an organisation’s objectives and commitment to the employees is also a critical issue that fast food organisations need to address. Restaurants in the fast food industry such as KFC can utilise strategic HRM to resolve issues that they encounter in order to ensure the workforce is operating efficiently and

Human resources strategy as well as other strategy of business components will need to be able to follow after some kind of business strategy. If the business is to be successful, or "Strategic", human resources professionals will have to be the ones that must recognize the business of their organization and also communicate the language of both the finance and business finance. Whenever this is done right, human resources professionals will have the knowledge to establish a strategy together and then make arrangements consistent with business needs. Moreover, some of strategy is the capability to acquire "buy in" from key shareholders. HR method can comprise of a lot of various elements that have something to do with human capital. Traditionally, a lot of these could be things such as benefits, recruiting, compensation, and risk management of individuals concerns, total rewards, employment law, and more. If all of these concerns come close to the human capital, it would be suitable for human resources management to assist in putting together a strategy. In addition to the old-style places of human resources, other things can be included such as that was not generally thought to fall within human resources. For instance, if the sales individuals in a company are not creating, Human Resources can turn out to be a highly

In today's intensely competitive and global marketplace, maintaining a competitive advantage by becoming a low cost leader or a differentiator puts a heavy premium on having a highly committed or competent workforce. Competitive advantage lies not just in differentiating a product or service or in becoming the low cost leader but in also being able to tap the company's special skills or core competencies and rapidly respond to customer's needs and competitor's moves. In other words competitive advantage lies in management's ability to consolidate corporate-wide technologies and production skills into competencies that empower individual businesses to adapt quickly to changing opportunities.

B. A definition and identification of the major advantages and disadvantages of Talent Management Programmes…………………………………………………………………10

Strategic human resource management is simplified as “the pattern of planned human resource deployment and activities intended to enable an organization to achieve its goals” (Gerhart, Hollenbeck, Noe, & Wright, 2015). We, as a group, decided to use Cherokee Nation and review their policies and procedures for the rehiring of former employees. We chose the Employment Policy Chapter 11 Section G. The purpose of the Employment Policy is to provide guidelines to use when determining the eligibility for the reinstatement of the position of a former employee. This Cherokee Nation policy focuses on what makes an employee eligible for re-employment. We will provide information about the reinstatement following resignation, reinstatement following

In the current global market, an organization has to consider various strategies and human resource policies in order to effectively manage its vital resources i.e. human resources. A human resource manager has to consider the international trends in managing the human resources in the organization in order to be successful in the international market. The success of the organization in the international market depends on the strategic and personnel considerations of the manager. The organization and the human resource manager has to consider the various differences in the policies, practices and cultures that arise by operating in various countries. This is a common problem that a human resource manager faces in a multinational

Strategic human resource management is the process of linking the human resource function with the strategic objectives of the organization in order to improve performance.

In this area, Human resources have the power to create competitive advantage for the company they work for; employee performance changes among different types of factors, such as motivation, appraisals, job satisfaction. The organizations that take these things into consideration are more successful in the market, because their employees always look for new methods to enhance their job. Letting employees reach their full potential at work under stress is hard but can be done by motivating them.

The evolution for the latest office culture to provide freedom and opportunity for transforming business has been emphasized in this academic research study. The role and contribution of SHRM in this direction is considered inseparable. It helps in encouraging new forms of working and making the environment suitable and adequate for effective work. The aspect of Strategic Human Resource Management facilitates in achieving the business performance through productive and satisfied employees, enhanced knowledge sharing and collaboration, speedier process of work flow and synchronizing the business activities in accordance with the structure and design of the work force.

The project assigned is, a research to be conducted on any organization of our choice dealing with the Human Resource Department. This project makes the reader understand the basic attributes of Strategic Human Resource Management. The policies and practices of the company in terms of planning about their Human Resource, process of recruiting them, selecting, calculating their performance and appraising.