HR Management Case Studies Sample Paper on Change Management

HR Management: Change Management


Human resource management is an organizational department tasked in ensuring operations and functions are undertaken effectively and efficiently. The Sampson Television Mfg is a firm within the media industry. As the new human resource manager, will aim at transforming the department in order to restore its powers, strengths, and influence within the organization. This will guarantee that the firm is recognized within the media industry as an organization with an effective and efficient human resource department steering it for success, growth, and expansion. As the new human resource manager at Sampson Television mfg for the past two weeks, I noticed some behavioral patterns among the employees that are unethical, disrespectful, and unprofessional within the work environment. As a result, I came up with this plan of action to reverse the issues facing the human resource department within the organization. I believe that I will find support, understanding, patience, and cooperation from all employees within the firm in order to achieve and sustain the changes. The place of action will take twelve to eighteen months as it will involve various progressive steps.

Plan of Action

First, it is vital to note this plan does not involve extra employees being hired to work within the organization. It also does not involve hiring part time staff, since the firm has sufficient number of workers to meet and fulfill organizational goals and objectives. Thus, the first step within the plan of action will take place immediately. It will involve determining and defining employees’ responsibilities, duties, and contractual terms as well as measures of remuneration. This step is crucial, because it will provide the human resource department with clear and concise employee records (Krell, 2015).

 As the human resource manager, I ought to recognize and acknowledge employee duties in the firm. This will therefore provide an opportunity to identify employees slacking off in their duties and responsibilities. The contractual terms will be reviewed in order to ensure all workers acknowledge the following issues allied to their working conditions. Foremost, every employee ought to have reporting and departure time to avoid wastage of time and organizational resources due to lateness and failure to report to work. Contractual terms will also define every employee’s work environment to avoid injuries and legal suits. More so, every department will have to observe the established working patterns and regulations to avoid conflicts and misunderstandings amongst them. Thus, the first plan of action will involve understanding the actual duties undertaken by each employee within the organization. This will also ensure that the organization does not pay ghost workers as they increase expenses and reduce financial strengths (Rozhan, 2015).

The second plan of action will involve managing the employees for success. Organizational success cannot be achieved and sustained without high levels of performance. Employees however ought to feel appreciated, valued, supported, and motivated in order to enhance their performance. The human resource manager will therefore interview employees on the various issues affecting their working conditions. The interviews will be conducted face to face or through questionnaires in order to remain anonymous. I however acknowledge that employees are likely to use these opportunities to make unnecessary demands. For example, it is unethical for employees to ask or request their human resource manager to collect doughnuts for them. Thus, the issues that will be discussed will be allied to the working culture established in the organization (Meinert, 2013).

The third plan of action will involve reviewing the relationship among directors, managers, supervisors, and subordinate staff. It is a process of identifying the professional relationships to be maintained among the groups of employees within the firm. This step is important, since I have observed that employees do not treat their superiors with the respect they deserve. For example, it is unacceptable, unethical, and unprofessional for an employee to disrespect their seniors. Employees should recognize organizational staff ranks in order to determine and uphold communication channels, principles, and ethics of association. This will rebuild and strengthen relationships among employees as well as between senior and junior staffs in the organization without the parties feeling ignored and unappreciated, as it can be demoralizing (Rozhan, 2015).

Apparently, the main issue affecting the human resource department is lack of clear leadership regulations implemented to guide the employees. Organizations appoint leaders with adequate skills, talents, and experience to monitor, coordinate, and strategize employees to achieving organizational goals and objectives. This involves developing and structuring organizational values in order to restore the pride of the company. This can however be challenging if the employees do not share the same corporate ethics and sense of pride. For example, employees who do not reinvent themselves within the firm do not share the values and vision of the organization (Hema, 2012).

 Leaders in an organization should therefore formulate and implement policies aimed at assisting and guiding employees to discover, dream, design, and achieve the organizational goals and objectives. This however cannot be achieved without appreciation, imagination, determination, and creativity. These values among senior and junior employees require freedom of expression, safe working environments, and a sustainable working culture guaranteeing realization of the organizational and employees; possibilities. Thus, every individual in the organization ought to acknowledge that, leaders are required to guide junior members of the firm. This does not translate to use of threats, intimidation, and/force. Instead, it should involve leaders providing junior organizational staffs with an opportunity to discuss ideas and opinions they believe will guarantee the firm survives, grows, and expands within the industry. However, the junior staff should also acknowledge, uphold, and respect the measures set up to maintain professionalism, decorum, respect, and stable working environments and conditions without conflicts and misunderstandings (Leavy, 2009).


This plan of action will be implemented over a period of at least eighteen months in order to assess and analyze its success in transforming the working environments and conditions within the organization. Every employee is required to participate and cooperate in achieving the objectives and goals of the plan and action in order to solve issues affecting staffs within the firm. Employees who will fail to participate and observe the plan of action will be penalized, or suspended. This is because I have observed that employees can be rude and unprofessional when relating with their seniors. It is my wish that every individual in the firm supports this course of action aiming at transforming and positively influencing the working environments within Sampson Television Mfg Organization. More importantly, every employee will have to avoid engaging in behavioral practices considered unprofessional, unethical, and illegal in the work place as they are neither acceptable nor allowed in an honorable work setup.


Hema, N. T. (2012). HR Strategy Implementation and Quality Improvement Plan. Retrieved on 2nd June 2015 from:

Krell, E. (2015). Change Within: Employee Development, Leadership, Employee Involvement, Managerial Skills. Business and Economics Management.

Leavy, B. (2009). Leading Adaptive Change by Harnessing the Power of Positive Deviance. Dublin City University Business School.

Meinert, D. (2013). The Appreciative Inquiry Process Can Help a Company Build on its Strengths. Change Management, HR Magazine.

Rozhan, R. (2015). Delivering Results through Talent: The HR Challenge in a Volatile World. 15th Annual Global CEO Survey.