Sample HR Management Case Study Paper on Discuss two cases of HR problems in your organization

            Most leaders come up with change as a solution or strategy to improve their businesses. The human resource department is expected to help and support the new visions and be a vibrant part of the cooperation. In short, the HR acts as change agents because they promote the benefits of new visions in different departments. They communicate the progress and changes hence gaining the buy-in of employees and managers. However, change is not always accepted in most organization. This therefore, becomes a challenge for HR as they are left with the task of making sure that change is embraced.  With the increasing speed of changes in business, it becomes harder for HR to deal with all the employees. Also, the rapid pace in technology and information, forces companies to conform to different changes to keep up with the competition. Even though companies are prone to change all the time, it is relatively surprising that employees do not always embrace these changes. Changes could be in managerial level, product deliverance, sales, and other sectors.

Change Implementation

            My company recently revised the marketing strategy for all sales personnel to involve an e-commerce system based on the internet. Being used to door to door and telephone marketing, this brought about a lot of buzzing and disapproval especially from the more elderly employees. This means carrying around a smart phone or tablet for purposes of marketing. A vast majority of people within the organization prefers stability over the obvious chaos brought about by dramatic changes and shifts. This is something that could block or slow down transformation because it could bring about drops in performance, organizational issues with HR, and conflicts. Employees understand that change is a requirement and is needed but they try to prolong the status quo in every way. This is because; change alters the environment they are used to. Since combating resistance to change is a crucial role for human resources, it becomes a major challenge. Willingness to change and organizational effectiveness are the most crucial components in every successful organization or business.  Employees can either block success of a business or make good things happen for the same.

            Additionally, the increasing speed of changes is one of the biggest challenges facing HR in my company apart from dealing with employees’ resistance. Employees need to understand that the company is bound to have different big projects running at the same time. This means that HR needs to stand out and bring potential issues to the table since all the projects compete for the same resources. Since they have to collaborate with the leadership, HR cannot block changes but at the same time, it has to protect employees’ interests. Changes need to be effected every now and then making it hard for HR to collaborate employees and leaders on the same page. The prerequisite for managing change in any business is innovation. Without innovation, the internal and external environments of the business will be at a disadvantage. The HR therefore patiently educated employees in my company on the importance and relevance of e-commerce and helped them understand that it is for their benefit as much as the companies since they are subject to commissions on their sales.

Adaptation to Innovation

            The fast pace of change in both economic and social environments could lead to stagnation if an organization stands still. This makes innovation a big challenge for Human Resource. Some people are not open to technology therefore the suggestion of adapting could be disruptive or harmful. Most people in my company associate innovation with big science hence the reason for shying away from it. Getting them to learn and embrace the new technology proves to be a challenge for HR. This would leave the business in trouble since they risk being left behind by able competitors who are already using e-commerce to market their products. Some employees might be old fashioned while others do not understand technology. Getting them to overcome their fears and embrace technology proves to be a big problem for HR which might be forced to employ people who might be in line with technology. However, It is important to note that a business cannot employ new workers every time technology advances considering the fast pace. HR is left with the task of making sure that every team understand the reasons behind innovation and make sure they get adequate training to make them comfortable with it.

            The HR in my company worked on a 6 months training program to ensure that all employees were on board with the project. They started with the managerial team and narrowed down to the sales team. Training was a slow process as the trainers actively involved all the participants to ensure no one was left behind. Slow learners were patiently taken through the process over and over again to ensure they got and enjoyed it. Communication and planning was the key concept used during this massive transformation to ensure everyone’s cooperation.

HRM strategies that could be used to bring a desired change in an organization

            Management of change involves thoughtful planning that comes with sensitive innovation.  This means that it should be done in stages rather than abruptly. Serious change management calls for a communication plan, training programs, plans to deal with possible resistance, and change sponsors who in this case are HR. Also, the leadership and HR needs to consult and involve the people that would be affected by these changes. This therefore means that forcing changes on employees might not be a welcome idea and might meet resistance. It needs to be understood and managed in a manner that would allow people to cope effectively. Since it could be unsettling, the leadership together with HR should act as the settling influence. This means that the change should start from the top hence laying a common ground with other employees.

            Change must be measurable, achievable and realistic for success or an organization risks falling apart and causing more problems. This therefore means that the changes and their implementation need to be properly understood. This means all staff from management moving downwards needs to understand the relevance of the change. This helps the HR in gaining a consensus to get everyone on board to avoid resistance barriers. This means that communication should be considered a priority such that employees do not end up hearing about the changes as rumors. This would cause the feeling of uncertainty and lack of confidence in management.

            Lastly, since most changes are met with resistance, it is important for Human Resource to ensure maximum training. Employees should be allowed to ask questions in order to familiarize with the changes. This could be helpful in reinforcement. This reassures employees because the change disrupts familiarity which could upset employees. Supporting employees could be a helpful factor in easing their tension. Employees need to trust the new vision through open communication which means that it is the duty of HR to explain the changes in detail.

Google’s HR policies and Practices

            Human capital and management proves to be of importance for business in the 21st century. Google is one of the companies that hold the best HR policies and practices. It differs from other corporations because of its keen focus on employees which is facilitated by the HR team. It focuses more on ability as opposed to experience which most companies consider most essential. This keeps employees motivated hence the acquisition of success and fame. It offers an employee friendly environment.

            Recruitment and staffing is one of the polies that Google’s human resource management team handles efficiently. Every year, they receive more than 2 million applications because all their vacancies receive much attention. Google’s recruitment policy therefore focuses on getting the right person for the right position. The company has more than 400 internal and external recruiters who work towards achieving the recruitment policy. When hiring, they consider culture the most important part of the new employees. This means they gauge an individual’s compatibility with Google in order to come up with productive employees. Since productivity is a sensitive matter, the recruitment budget tends to be high making recruitment an investment. Google’s HR also prides itself in diversity whereby they work with other organizations to ensure a diverse workforce. Handling such a high number of applications requires best policies accompanied by a lot of planning and coordination.

            HR also manages performance at Google which is a major responsibility. Through various processes such as hiring and performance management, Google gives equity a priority. This is because, they believe in providing all their employees and customers with equal chances to enable growth and development. Rewards for good performance are part of their motivational process and underperformance could create a downside.  Payment I based on performance and it is dependent on a 360 degree feedback review with reviewers selected from all over the organization. The reviewing team does not only consist of seniors but also subordinates which is a factor that encourages best performance for everyone. Google has therefore created a bubble where everyone feels included hence a part of management which helps them learn continuously and face challenges together. Innovation is a norm at Google and is characterized by every business aspect which includes performance management.

            Google has also created an innovative and employee friendly set of policies. The environment focuses on inclusion making sure that the suggestions and ideas of employees are highly valued. They first release new products internally to attract suggestions from employees which makes them part of the development process. After feedback from employees on usability and other features of the project, the product is released to the public. Also, Google allows employees 20% time to products that are outside their general responsibilities to increase fairness and equity together with promotion of talent. Google is built behind a culture that drives performance through inspiring innovation and loyalty despite the critical acclamation faced.

            Training and development is another HR policy which Google adopted while targeting employee empowerment and satisfaction. Today, obtaining employee loyalty especially in the technology industry could prove a difficult task. Google therefore invests a lot in retaining talent through focusing on management.  The work environment fosters unending learning giving employees an opportunity to learn and grow continuously. To achieve this, they involve in programs such as content development, free foreign language classes, management and leadership, and training on presentation skills. In short, learning and development receive a lot of attention in the company hence keeping their talent in house. A company that focuses on the interests of employees would have an easy time retaining them.