DATA ANALYSES UPGRADE
Presentation
Competencies in HR "Cotton-Ball Manufacturer"
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Introduction
The ability to introduce and execute change in an organization successfully is achieved by winning the support of the workers.
In other words, if the employees are not involved in change management holistically, acceptance and implementation of the change in question is mostly likely to face resistance.
The wave of change at Cotton-Ball Manufacturer is inevitable if the organization is to remain in business and maintain a competitive edge.
The ability to successfully introduce and execute organizational change is attained by winning support of the workers. If the employees are not holistically involved in change management, they are likely to show resistance in acceptance and implementation. Intuitive change communication is the cornerstone of initiating a flourishing change program. In order for businesses to avoid conflicts and poor response in managing change, it should be communicated in advance, and throughout all phases of the process.
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Why change is important
Improved performance; Change is necessary to adapt to the latest practices.
This will enable Cotton-Ball Manufacturer to remain ahead of competition in the industry (Kendrick, 2017).
Employees growth; whenever the aspect of change is not embraced in an organization, the employees tend to perform the same tasks for long, which sounds stagnating.
Change will enable the employees to brush up their skills and apply them in different contexts.
All entities, whether humans or organizations, must constantly adapt to the changing world around them in order to thrive. This is especially true in the case of organizations that have endured for a long time. A century-old organization, for instance, cannot rely solely on the systems established at the company’s inception, or continue with the same technologies used at that time. Adapting to the current business environment makes the company more likely to succeed. An employee who has been performing the same task in the same manner may feel that he is stagnating. Organizational change can help him brush up on his skills and apply them in a new context. This keeps him on his toes and provides new skills. This, in turn, can lead to better job satisfaction as the employee feels that his abilities are better utilized.
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Cont..
Reducing Risk and Inefficiency; Change enables an organization to embrace the latest highlights in the market to reduce risks and save time in the end.
Timely transition reduces the case of unsuccessful attempt to change.
Anticipation of Challenges; change enables the organization to factor in new developments and challenges and address them accordingly.
A change culture enables the organization to anticipate to challenges and respond to them accordingly (Kendrick, 2017).
The change plan should definitely consider the possibility of roadblocks that may prevent your organization from achieving its goals. When you have an effective change management plan, you will be better prepared to predict and respond to challenges that may arise during and after the transition. Taking the time to create an organizational change management plan will allow you to save time and reduce risks in the end. By simply creating a plan that considers all the individuals and teams involved in the transition, you can reduce the possibility of an unsuccessful attempt to change, and reduce the amount of time it takes to implement the change.
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How to carry out change in an organization
Competency based approach; This is an approach to management that lays great emphasis on the skills, competencies and capabilities of an individual to perform a task effectively, efficiently and competently.
The competency based approach gives the organization the potential for dynamically adapting to the rapidly changing business environment (Edwards, 2016).
It also plays a key role in ensuring that the organization has the correct mix of employees with the proper skills and experiences on board.
The efficacy of designing organizations around job structures is challenged. Although this approach has dominated the fields of organizational behavior and human resource management for decades, a number of forces have converged to suggest that a competency-based approach often is more appropriate. In the global competitive environment which large, complex organizations face, the competency-based approach and the capabilities that individuals need to acquire and develop should be the major focus. Reward systems, career tracks, selection systems, and the structure of organizations need to change to focus on competencies. The challenges and opportunities for research, theory, and practice development that a change to a competency-based approach raises are many and diverse. For example, new pay systems are needed, new selection systems are needed, indeed whole new concepts about what constitutes selection validity and career development are needed.
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Outsourcing
Outsourcing refers to the practice of sub-contracting some functions and practices to an external supplier.
These are especially specialist providers in a given field.
Outsourcing is key to Cotton-Ball Manufacturer because the company cannot be able to do everything.
To optimize output, outsourcing some functions is of great significance (Have, 2017).
It's a practice that's becoming more and more popular in the business world these days—contracting with an outside party or another business to take care of certain tasks and processes instead of hiring or assigning employees and staff. It's called outsourcing, and it can help your company grow and save money when it's done correctly and for the right reasons. It offers a few other advantages as well.
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Benefits of Outsourcing
It will enable Cotton-Ball Manufacturer to focus on core activities.
Outsourcing is key when especially addressing temporary needs in the organization.
It Can Save Costs; Hiring full time experts can sometimes be costly to the organization.
Outsourcing enables the organization to save on the associated costs.
Such finances can be channeled to other core activities of the organization.
The back office operations of a company tend to expand during rapid growth periods. This expansion might start to consume your human and financial resources at the expense of the core activities that made your company successful in the first place. Outsourcing these activities can allow you to refocus your in-house resources on the activities that make you profitable without sacrificing quality or service. Sometimes it's just not cost-effective to expand operations internally. This can apply to equipment or your location.
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Cont..
Outsourcing promotes efficiency. It enables the organization to accomplish specific tasks at a consistent and reasonable cost.
It offers staffing flexibility; outsourcing helps the organization to meet cyclical demands when they arise.
Outsourcing functions can always be considered when need be and when the organization sees need for outsourced services that are critical to the organizational progress (Have, 2017).
Outsourcing can be a good option when the functions of your back office are complicated in nature and the size of your company prevents you from accomplishing them at a consistent and reasonable cost. Outsourcing allows operations that have seasonal or cyclical demands to bring in additional resources when they're necessary. The outsourcing company can then be released when things slow down again. Example: You might have an accounting department that is shorthanded during tax season and auditing periods. Outsourcing these functions can provide the additional resources you need for a fixed period of time at a consistent cost
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Change Management Plan
In order to ensure consistency and systematic transition in the change process, there is a need for a change management plan.
Cotton-Ball Manufacturer is planning to overhaul its knowledge base, which is critical to the organizational progress.
A well-defined change management plan is vital that considers the needs and wants of all the stakeholders of the organization (Denise, 2018).
It will also ensure that the intended change is communicated in a timely manner and using the correct channels.
If the organization is planning some significant changes to your knowledge management strategy and systems, then you’re going to need a well-defined plan that considers the wants and needs of the key stakeholders within your organization. Changing the way you manage information is inevitably going to change the way people do things, and without sufficient communication and support it’s going to be difficult to get people on board for the change. An organizational change management plan considers all the people and teams involved in an upcoming transition, how the change will affect them, what they will be responsible for and what they need to know in order to succeed both during and after the transition.
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Communication Plan
The key to successful change management at Cotton-Ball Manufacturer needs a detailed and well furnished change management plan.
Otherwise improper communication is most likely to wreak havoc when it comes to implementing the said change because of resistance and hence delay of the change implementation process.
An appropriate communication plan ensures that all employees are prepared in their mindset of the intended change as well as its probable consequences.
This makes the change process be welcomed, accommodated and supported by all employees.
The most effective practice in organizational change management is effective communication plans. In second and third place, respectively, are effective execution of the communication plans and effective identification, measurement and communication of the intended benefits of the change. The objective of the change needs to be clear to everyone. Internal communications managers have a pivotal role in this.
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Conclusion
The intended change at Cotton-Ball Manufacturer should undertake an holistic approach to make sure that all the stakeholders of the organization are involved actively in the change process.
The competency based approach, outsourcing, a comprehensive change management and communication plan are critical to achieving the intended change.
Change is necessary to respond to technology changes, customer needs and exploit growth opportunities in the industry.
Any business in today's fast-moving environment that is looking for the pace of change to slow is likely to be sorely disappointed. In fact, businesses should embrace change. Change is important for any organization because, without change, businesses would likely lose their competitive edge and fail to meet the needs of what most hope to be a growing base of loyal customers.
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References
Denise, R. (2018). The Oxford Handbook of Evidence-Based Management. S.l.: Oxford University Press.
Have, S. T. (2017). Reconsidering change management: Applying evidence-based insights in change management practice. New York: Routledge, Taylor & Francis Group.
Edwards, P. J. (2016). Risk management in project organizations. London: Routledge, Taylor & Francis Group.
Kendrick, T. (2017). Identifying and managing project risk: Essential tools for failure-proofing your project. New York: AMACOM.
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