HRM Essay Example | Topics and Well Written Essays - 1500 words

HRM - Essay ExampleStrategy and HR In the case of introducing UniCall, Unibank was headed towards the right direction strategically. New entrants under established brands with innovative service ar already in the market bringing with them the convenience of banking. If Unibank lead not introduce Unicall, it will at long last fade into obsolescence that will undermine the banks existence. In short, Unicall was a business imperative to nurse the business relevant in the market. What the HR was lacking is preparation for convert or Change trouble when it restructured itself in introducing Unicall. Change management Change is inevitable especially in a business setting. Factors alike(p) the external and internal environment precipitates the need for swop and the organization has to respond to remain viable and agonistic as a business entity. According to Murthy in his book Change Management, change is to make or become different, give or begin to have a different form, dissatisf action with old and belief in the new (2007 7). There ar two factors that bring about change, the external and internal environment. ... But implementing and managing change is not easy. In the case of Unicall just like in any other oganisation, people who are accustomed to their old ways are very much hesitant to change. In fact, the biggest obstacle is change is often the internal factor that comprises 81 % of the time compared to the external factors that is only 19% of the time (Murthy, 2007 19). The labour compass north and employees may have resented the closing of many small local branches but the biggest impact of this change was in the performance of Unicall employees which was beset by many problems due to the new work arrangement that the spin sour has brought. Such, people are a major focus in implementing change management which Unibank should have ready before fully introducing Unicall. People are the major focus of organizational change because it is the people w ho will ultimately cause the change to be a success or a failure. The implications of change on individuals are important without which we can never really hope to manage large scale change effectively (Murthy, 2007 23). Resourcing (HR planning recruitment selection and flexibility) Unibank did the right thing in HR planning when it assay to redeploy existing employees when possible, but also needed to recruit new staff to work in the national call centre. It was also mindful of the relatively high unemployment rates in the West Midlands that UniBank dogged to locate UniCall just outside Birmingham. Unibank was conscious enough to realize that employees will be dislocated with the gag law of many small local branches that it attempted to redeploy them to avoid economic dislocation among its