Sample Business Studies Change Management Paper

Change Management

Organizational changes aim at promoting favorable competition with other firms in the global market.  Modern firms experience Transformations in various areas including organizational structure, recruitment, and selection process or talent management. These alterations may lead to conflicts among the various employees or leadership level that may limit an organizations competitiveness in the industry. This research will illustrate the changes in recruitment and selection practices, the benefits of the change, and the impact of imposing such changes and conflict management.

Use of Software in Recruitment and Selection

Recruitment and selection process is significant to the firm as it helps in identification of the most qualified candidate to join the workforce. Introducing recruiting software against the traditional manual recruitment system will change the recruitment and selection process in the organization. It aids in automating the recruitment process, thereby reducing the physical handling of job applications from candidates (Greiner, 2015). Additionally, the system is important in improving the recruiter’s productivity by reducing paperwork, and the confinement to an office as the software can be used anywhere. Moreover, the system enables streamlining of data collection from the applicants as it collects the applications from many sources such as from the firm’s website and other job boards.

Evaluation of Change Among Employees

Software recruitment will affect the managers, supervisors, and junior employees in the organization. The hiring managers will find it easy to evaluate the suitability of the various selected employees and advice the relevant department on the applicant. Additionally, the system will save time and resources used by the managers in conducting the process. Supervisors of various departments may have personality clashes with the software use as the system will reduce the chances of a candidate’s physical assessment to fit at the workplace (Johansen et al., 2016). Moreover, the junior employees may feel intimidated by the use of the software for job promotions, thereby losing chances of advancements due to hard work and not on system evaluation.

Conflicts in the Change Process

Conflicts may arise before, during, and after introducing this technology in the recruitment process. The management may refuse to accept the use of the system due to additional expenses of purchasing, installation, and training of personnel to handle the software. During the use of the software, technological failure due to technology hitches and inappropriate use of the system may lead to poor results. Additionally, after the introduction of the software, the maintenance cost of the system may be expensive to the company (Johansen et al., 2016). The human resource department may also resist using the software as it will replace the human workforce responsible for the recruitment task. Moreover, the anticipation of these conflicts is due to the management ability to make decision-makers in an organization. Use of technology continues to replace the human workforce, and during occasional system failures, the system may be costly to maintain and repair.

Conflict Resolution

Proper communication with the management on ways of increasing efficiency and effectiveness on recruitment will make the leaders make an informed decision on adopting new technology. Promoting employee engagement in the making of policies and procedures may prevent interpersonal conflicts in the organization leading to teamwork among the departments (Melanthiou et al., 2015). Additionally, promoting staff welfare will create an accessible forum to explain plans for change and staff engagement in the workplace.

Channels of Communication

It is important for the organization to use use face to face communication as it will enable the management to observe various reactions of its employees and also clarify issues. Use of written methods such as memos will enable to reach the employees more effectively in a language they can understand best (Melanthiou et al., 2015). Additionally, the use of broadcast media can be efficient to use in large and multinational companies as it is faster and more reliable.

Organizational changes enable the firm to improve its performance and have a competitive advantage over other firms. Before introducing reforms, the management must have conflict management strategies and ways to promote the acceptance of changes. Additionally, the administration must select the best channels of communication to prevent confusion and uncertainty in delivering information to workers.

 

References

Greiner, B. (2015). Subject pool recruitment procedures: organizing experiments with ORSEE. Journal of the Economic Science Association, 1(1), 114-125.

Johansen, M. L., & Cadmus, E. (2016). Conflict management style, supportive work environments and the experience of work stress in emergency nurses. Journal of Nursing Management, 24(2), 211-218.

Melanthiou, Y., Pavlou, F., & Constantinou, E. (2015). The use of social network sites as an e-recruitment tool. Journal of Transnational Management, 20(1), 31-49.