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 stack be initiated in an organisation, especially on work force planning, after reviewing organisational charts, its employee files, customer information, and sales and marketing information systems, it can be evident that a company plans for change and communication management. In this regard, a functional organisational body structure would be the just about sound for an organisational workforce planning. This is beca make use of the structure makes it possible to classify a companys departments into different functional aras, 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 b usiness operations of a company because more information and intimacy will be shared among the departmental employees. Moreover, there will be efficient allocation and use of the companys resources among its employees, and since there will be a more harmonized chain of ascendance the employees morale will be higher. As communication is improved among the employees, there is more experience sharing because the staff members tend to form a strong work relationship. In this regard, decision reservation processes are made faster since there is a lot of coordination among the employees. This also implies that there is little extra of the companys resources since its raw materials and labour operate more efficiently, because every employee concentrates more in his/her reference, as outline in the firms job description manual (Beardwell & Claydon 2007, p.68). Managements of various organisations recognise the roles play by the human resources in the workforce planning initiatives. Fo r this reason, the human resources 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 function in managing issues of understaffing or overstaffing in different departments within an organisation. Human resources investments practices also reduce employees turnover, a status which facilitates stability within the organisation. The department