Cipd Diploma 5elw Employment Law
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Qualification Title: CIPD Intermediate Diploma in HRM
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Unit Title: Employment Law
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Unit Code: 40592/07
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Assignment number: Assignment 7 (5ELW)
Word count: 3293
The main reasons Organisations change are strategic, operational and transformational; all to meet organisational and business objectives. This may mean companies are rapidly growing or conversely re-structuring and cutting costs and making redundancies. Change management is the process to ensure a smooth transition to implement the necessary changes needed, taking into account and overcoming any employee resistance, to both the content of the changes, as well as the process. When a company is planning to move employees to other sites, as well as out source functions of the business, there are number of laws that protect employees.
The change process starts with the organisation becoming aware it needs to make changes. Once the decision is made, then the steps needed to make the change will be developed by the management. Once the strategy is in place, this needs to be communicated to the work force. This is where resistance to change, low stability, high stress, conflict and loss of momentum at work appear. Which is why the process needs to be managed and all these aspects anticipated before they happen.
The best known change models are Lewin (1951) and Beckhard (1969).
In summary what both these models say is – we need to look at the current state, the future state, how we’re going to get there and persuade the employees to join us in the process to make it happen.
Moving employees to other sites: The Contract of Employment is a legally binding document, so any changes can only be made with the agreement of both parties. Legal documents cannot be changed by one party without
Qualification Title: CIPD Intermediate Diploma in HRM
-------------------------------------------------
Unit Title: Employment Law
-------------------------------------------------
Unit Code: 40592/07
-------------------------------------------------
Assignment number: Assignment 7 (5ELW)
Word count: 3293
The main reasons Organisations change are strategic, operational and transformational; all to meet organisational and business objectives. This may mean companies are rapidly growing or conversely re-structuring and cutting costs and making redundancies. Change management is the process to ensure a smooth transition to implement the necessary changes needed, taking into account and overcoming any employee resistance, to both the content of the changes, as well as the process. When a company is planning to move employees to other sites, as well as out source functions of the business, there are number of laws that protect employees.
The change process starts with the organisation becoming aware it needs to make changes. Once the decision is made, then the steps needed to make the change will be developed by the management. Once the strategy is in place, this needs to be communicated to the work force. This is where resistance to change, low stability, high stress, conflict and loss of momentum at work appear. Which is why the process needs to be managed and all these aspects anticipated before they happen.
The best known change models are Lewin (1951) and Beckhard (1969).
In summary what both these models say is – we need to look at the current state, the future state, how we’re going to get there and persuade the employees to join us in the process to make it happen.
Moving employees to other sites: The Contract of Employment is a legally binding document, so any changes can only be made with the agreement of both parties. Legal documents cannot be changed by one party without
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