Question

Merging, downsizing and re-engineering all can radically change the structure of an organization. Choose one of these changes and describe HRM's role in making the change succeed. If possible, apply your discussion to an actually merger, downsizing or reengineering effort that has recently occurred.

Write at least a page, single spacing, 12 font, New Times Roman. Please references at the end.

Answer 1

HR can play a role in providing strong leadership during a downsizing, because they can help management craft and communicate positive messages about the company’s new vision and priorities. HR can identify how new priorities and strategy call for job redesign, so that managers meet with employees, review their job requirements, and consider how those requirements can be met in the smaller organization. HR can help make sure that expectations for remaining employees are realistic, so that employees do not become exhausted and stressed. HR can encourage employees and departments to collaborate and share ideas, and as a result, can revamp evaluation and rewards systems to reward group performance. HR can help identify high-potential employees who can take on assignments that help them grow and develop.

1.In order to meet challenges, U.S. companies must develop global markets, keep up with competition from overseas, hire from an international labor pool, and prepare employees for global assignments.

2.The Global Workforce: For today’s and tomorrow’s employers, talent comes from a global workforce.

3. Organizations with international operations hire at least some of their employees in the foreign countries where they operate. In fact, regardless of where their customers are located, more and more organizations are looking overseas to hire talented people willing to work for less pay than the U.S. labor market requires.

4.The efforts to hire workers in other countries are common enough that they have spurred the creation of a popular name for the practice name of the practice: offshoring. This is the moving of operations from the country where a company is headquartered to a country where pay rates are lower but the necessary skills are available.     

5.Technology is lowering barriers to overseas operations. Hiring in developing nations such as India, Mexico, and Brazil gives employers access to people with potential to be eager to work yet who will accept lower wages than elsewhere in the world.

6. Important issues that HR experts can help companies weigh include whether workers in the offshore locations can provide the same or better skills, how offshoring will affect motivation and recruitment of employees needed in the United States, and whether managers are well prepared to manage and lead offshore employees.

Technological Change in HRM

1. Advances in computer-related technology have had a major impact on the use of information for managing human resources.  

2. A human resource information system (HRIS) is a computer system used to acquire, store, manipulate, analyze, retrieve, and distribute information related to an organization’s human resources.

3. An HRIS can support strategic decision making, help the organization avoid lawsuits, provide data for evaluating programs and policies, and support day-to-day HR decisions.

The way business is conducted has changed rapidly during the past decade and will continue to do so. Much of the change is related to the widespread adoption of the Internet by businesses and individuals.

The Internet economy creates many HRM challenges:

• The fast pace of change in information technology requires companies to continually update their skill requirements and then recruit and train people to meet those requirements.
• Motivation can also be a challenge.
• In the e-business environment, HRM needs to help companies comply with labor laws, motivate employees, and craft human resource policies that seem fair to workers and meet employer’s competitive demands.

Reference -

Fundamentals of Human Resource Management by Noe