Human Resource Management (HRM) and Organizational Change.

1⃣ What is Human Resource Management (HRM)?

• Definition: The strategic approach to the effective management of people in a business to help achieve competitive advantage.

2⃣ What are the main functions of HRM?

1. Recruitment and Selection

2. Training and Development

3. Performance Management

4. Compensation and Benefits

5. Employee Relations

6. Health and Safety

3⃣ What is Workforce Planning?

• Definition: The process of analyzing and forecasting the skills and number of employees needed to meet business objectives.

4⃣ What is the difference between Hard HRM and Soft HRM?

• Hard HRM: Focuses on maximizing workforce efficiency, often with tight control and minimal employee involvement.

• Soft HRM: Emphasizes employee development, motivation, and involvement in decision-making.

5⃣ What is Organizational Change?

• Definition: The process by which an organization moves from its current state to a desired future state to increase effectiveness.

6⃣ What are the types of Organizational Change?

1. Strategic Change: Changes in business direction, structure, or processes.

2. Structural Change: Changes in organizational hierarchy or job roles.

3. Technological Change: Implementation of new technologies or systems.

4. Cultural Change: Shifts in company values, norms, and behavior.

7⃣ What is Change Management?

• Definition: The structured approach to transitioning individuals, teams, and organizations from a current state to a desired future state.

8⃣ What are Lewin's Three Stages of Change Management?

1. Unfreeze: Preparing the organization to accept that change is necessary.

2. Change: Transitioning towards the new processes or structures.

3. Refreeze: Ensuring the changes are solidified and become part of the organizational culture.

9⃣ What is Kotter's 8-Step Change Model?

1. Create urgency

2. Form a powerful coalition

3. Create a vision for change

4. Communicate the vision

5. Remove obstacles

6. Create short-term wins

7. Build on the change

8. Anchor the changes in corporate culture

🔟 What are the key barriers to Organizational Change?

1. Employee resistance

2. Lack of communication

3. Insufficient leadership support

4. Fear of the unknown

5. Resource limitations

1⃣1⃣ What is the role of HRM in Organizational Change?

1. Communication: Clear explanation of changes to reduce uncertainty.

2. Training: Ensuring employees have the skills required for new processes.

3. Motivation: Encouraging acceptance of changes through incentives.

4. Support: Offering guidance and addressing employee concerns.

1⃣2⃣ What is Workforce Flexibility?

• Definition: The ability to adjust the workforce size and skills in response to changes in demand.

• Types:

  • Numerical Flexibility: Adjusting the number of workers.

  • Functional Flexibility: Shifting workers to different tasks.

  • Financial Flexibility: Varying pay based on hours or performance.

1⃣3⃣ What are Flexible Working Practices?

1. Part-time Work

2. Remote Working

3. Job Sharing

4. Compressed Workweeks

5. Zero-Hour Contracts

1⃣4⃣ What are the benefits of Flexible Working for a Business?

1. Reduced overhead costs

2. Increased employee satisfaction

3. Access to a wider talent pool

4. Better work-life balance for employees

1⃣5⃣ What is Talent Management?

• Definition: A strategic process to attract, develop, and retain skilled employees.

1⃣6⃣ What is the importance of Training and Development?

1. Improves employee skills and productivity

2. Reduces errors and improves quality

3. Prepares employees for organizational changes

4. Increases employee retention and motivation

1⃣7⃣ What is Employee Engagement?

• Definition: The level of commitment, passion, and loyalty an employee has towards their work and company.

1⃣8⃣ What is Performance Management?

• Definition: The continuous process of setting objectives, assessing progress, and providing ongoing coaching to ensure employees meet their goals.

1⃣9⃣ What is the role of HRM in managing Technological Change?

1. Retraining and upskilling employees.

2. Communication of technology benefits.

3. Adjusting job roles to fit new systems.

4. Managing resistance to new technology.

2⃣0⃣ Key Exam Tip:

• When evaluating HRM and Organizational Change:

  • Link back to the case study.

  • Demonstrate understanding of employee impact.

  • Evaluate long-term and short-term implications.