HRM
...pressured to change the way they operate. An example of how HRM processes and procedures may change in an organization is when recruiting, due to the pressures of change it now has to consider the changes in employment packages and also legal requirements, i.e. EEO. Training can also change due to the change, that is when a change in technology occurs, staff need to be trained for the new skills required. One source of change in Human resource management is a change in attitudes. The changes in workplace attitudes, forces an organizations HRM department to change these changes include industrial democracy and flexibility. Industrial democracy has changed employee participation in the workplace, which has made it a more decentralised structure in the workplace both directly and indirectly. Another area of change in workplace attitudes is flexibility, which refers to the staff and their ability to be flexible in the way they work. Due to those changes mentioned an organization may change by for example management now needs to provide staff with specific needs. The structure and activities are also affected by the change. For instance the legislation of occupation health and safety, the organization may develop a safety department or person to be responsible for that area. And also in relation to the change management styles and skills will too become affected. For example if management were autocratic it will need to change to become a participative or consultative style of management, and naturally with a new style of management new skills will develop or old skills will develop. I.e. a participative/consultative management will need to have good communication and negotiating skills, in order to involve staff. Employee involvement may improve as a result of the change as the employees are more motivated. They will feel more like part of the organization and also there may be an increase of positive attitude due to the management style change, which may mean that management is more approachable After the change has occurred the effectiveness needs to be evaluated. The change in human resource management could be measured by such factors as productivity, the number of staff absences, profit and losses, and motivation and employee participation. The success of the change is measures by the key performance indicators qualitative and quantitative. It is important to produce both quantity and quality. For instance and organization concentrating purely on quantity without quality may result in having large amounts of rejects, and therefore will require rework, which is time and cost consuming. The organization Tripac have used the indicator of productivity to show that the change has been successful. The indicator shows that they have made more than one million dollars within the change (outsourcing) and also their output has increased up to almost fifty percent. Tripac could also use benchmarking to compare its own outcomes with t...