Organisational Change Management Essay Example | Topics and Well Written Essays - 2750 words - 3

Organisational Change Management - Essay Example ...........page 4 Discovery...............................................................................................................page 4-5 Dream....................................................................................................................page 7 Design...................................................................................................................page 8 Destiny...................................................................................................................page 9 Recommendations...............................................................................................page 9-10 Reference list.......................................................................................................page 15 Introduction Human resources/change management can be initiated in an organisation, especially on workforce planning, after reviewing organisational charts, its employee files, customer information, and sales and marketin g information systems, it can be evident that a company plans for change and communication management. In this regard, a functional organisational structure would be the most effective for an organisational workforce planning. This is because the structure makes it possible to classify a company’s departments into different functional areas, such as finance, engineering and marketing. As a result, a company’ employees are grouped according to their special talents, expertise and experience (Houldsworth & Jirasinghe 2006, p.112). For example, a finance team is more effective brainstorming together, especially when testing an accounting reporting system. This can be done by selecting the most effective organisational structure. The selected functional organisational structure will make the employees of the company to behave differently, for instance, there will be increased communication. This is very healthy for the business operations of a company because more informat ion and knowledge will be shared among the departmental employees. Moreover, there will be efficient allocation and use of the company’s resources among its employees, and since there will be a more harmonized chain of command; the employee’s morale will be higher. As communication is improved among the employees, there is more knowledge sharing because the staff members tend to form a strong work relationship. In this regard, decision making processes are made faster since there is a lot of coordination among the employees. This also implies that there is little duplication of the company’s resources since its raw materials and labour operate more efficiently, because every employee concentrates more in his/her role, as outline in the firm’s job description manual (Beardwell & Claydon 2007, p.68). Managements of various organisations recognise the roles played by the human resources in the workforce planning initiatives. For this reason, the human resour ces managers are expected to assume the broader role of implementing the overall strategy that is geared towards attaining the most efficient workforce in an organization (Robbins & Judge 2009, p.92). Regarding this, workforce planning should incorporate the right number of employees, who have well defined roles/job descriptions. This will help in managing issues of understaffing or overstaffing in different departments within an organisation. Human resources investments practices also reduce employees’ turnover, a situation which facilitates stability within the organisation. The department