Business case and environment Dissertation Example | Topics and Well Written Essays - 5000 words

Business case and environment - Dissertation ExampleHowever, the HR link works are still scattered across the various departments in the organization. However, the CEO of the company has other bigger and better plans. (As the next section says the plans referred jibe he expansion plans. Please have a typeface. ) The CEO wanted to expand the company. The expansion is supposed to happen both in case of fruit line as well distribution, as the top man suppuratement plans to open two more retail shops in the country one in Calgary and some other one in Toronto. Therefore the organization needs manpower both in case of quality and quantity. So the organization is going through a transformation phase. However, it is to be added that the employees of the company has not yet been informed ab out the proposed idea of change. In order to achieve the organizational objective the management has hire some new experienced faces. One of them happens to be the HR manger. This section of the stu dy would look to analyze the way the HR manager dealt with the problems, solved them and effectively implemented the organizational change would be discussed. Data Collection The data collected happens to be secondary in nature. The main reason for such select is the fact that the secondary data collection method is the best to gather quality and relevant data within a short period of metre in a cost effective fashion. Also it is to be added that the secondary collected is primarily qualitative in nature. One of the main challenges faced by the HR manager was the integration of the HR department. As mentioned earlier the HR department had two staffs only looking after recruitment and operations. Also the HR works were scattered over the other departments. Therefore the HR manager realized that it is important have all the HR activities under one umbrella. and then the HR manager decided to recruit some HR executives so that the HR functions whoremaster be integrated. Each of th e HR executives was given responsibility to look after the HR issues related to issues of each department. Each of the executives will act as a touch point to the departmental heads. Each of the executives would be insurance coverage to the HR manger. In this way the manger would be able to be in touch with the different departmental heads and also the HR department would locomote integrated in nature. The next area of focus for the HR manger was the employee morale and productivity. After analyzing the past employee records the manger found out that the average age of employees in the organization is six to eight months. This needs to be changed if the organization plans to achieve growth. Therefore the manager asked the HR executives to carry out an organizational inquiry to find out the key pressure points. Based on the findings of the survey the manager found out that there is a lot of uncertainty regarding the describe relationships and job security in the organization. Als o many of the employees were not properly sure about the job description. Add to that the manger also found out that since the HR organizational did not have a fully operational HR department activities such as the performance appraisal, salary increments were quite disjointed in nature. Therefore the manger decided to create Key result areas (KRA) and job descriptions for each of the designations. This would most certainly help the employees understand the roles in the organization. The employees can understand what is expected of them