HRM 500 Assignment 1

 

 

 

 

 

 

Trends in the Workplace

HRM 500

Trends in the workplace

Predict three (3) human resource functions that are likely to be affected by the implementation of an MRP system. Propose two (2) ways in which you as a human resource manager can help the organization carry out this change successfully.

Human resource functions that are likely to be affected from this new technology are:

·         Manpower planning: It would be now entirely different to evaluate the number of employees needed and that to be of a particular skill since the necessity of the skills will also change. This is normally done by analyzing the projected growth of the company but now since it would be difficult to project the growth rate owing to new technology; this function is going to be affected at large and hence there is a need to review it properly.

·         Determining wages and salaries: More competent and experienced employees will need higher salaries and more benefits.

·         Training and development: New technology means the need for new training and development program. This function of HR would become most crucial aspect in the future growth of the company.

There are many ways by which the changes can be implemented properly. First of all, there is a need to evaluate completely the right number of employees needed with a specific skill set.

Secondly, hiring right employees with the necessary skill set would be very important. Rather than just planning for training for the employees, it would be important to understand the training needs of the human resource team itself so that they would be able to sustain the change in the organization.

Determine three (3) human resource skills that would be important for success in leveraging the new MRP system. 

Human resource skills needed for the new system are:

·         Organization and orderly approach: Human Resources management requires a systematic approach. Organized files, strong time managing skills and personal efficiency are essential to the Human Resources function. You’re dealing with people’s lives and careers here, and when a manager requests a personnel file or a compensation recommendation that lines up with both the organization and the industry, it won’t do to say, “Hold on. I’ll see if I can find it.”

·         Employee Trust: This could be a time when there would be a need to fire some of the employees since they will become unnecessary after the new technology. Or it could be an opportunity to offer retirement packages, new skills training, or promotions to those affected by the by the implementation of the new technology. This is a tough task to do for any HR manager. Gaining the trust of the employees can mitigate the risk and the uneasiness in the minds of the employees and the managers.

·         Team Orientation: HR manager need to comprehend that the employees who will still be a part of the organization would have many doubts regarding the new technology. It would be imperative to unite all the employees together and to spread understanding the value of the new technology used in the organization.

Based on the planned growth of the organization, predict three (3) factors that might impact the organization’s ability to hire new employees that possess the technical skills needed to perform a job.

Factors that would affect the process of hiring:

·         Compensation: First of all there is a need to provide compensation to the employees fired from the organization. There is an essential concern, whether to terminate them or provide retraining pertinent to the new needs.

·         Secondly, new employees would need extra compensation for the extra skills and that might hamper the system of hiring as many employees as needed.

·         It would be crucial to understand the number of employees available with the required technical skills. If sufficient number is not available, the future growth plan may take a hit.

References

Lawler, E. E. (2000). Beyond the vision: What makes HR effective. Retrieved from http://ceo.usc.edu/pdf/G0016389.pdf.

Dr. Robert K Prescott (2003). Modern HR function. Retrieved from http://tomhorvath.com/resources/TomHorvath.com-HumanResourceImpactGuide.pdf.

Dr. Rajinder S. Aurora, & Shetty, M. K. (2011). RISK MANAGEMENT IN HR AND ITS IMPACT ON HR FUNCTIONS. Retrieved from http://www.futurelearning.in/wp-content/uploads/2011/09/hr_risk_aurora.pdf. 

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