Competitive Strategy
Certificate IV in Human Resource Management
CEH41 - Human Resource Functions
Assignment: 1
Value: 25%
Due Date: 4th April 2014
Presented By: Sofia Saimun Nisha
Student ID No: s11113141
Introduction “What was true more than 2,000 years ago is just as true today. We live in a world where "business as usual" is change. New initiatives, globalization, e-commerce, technology improvements, staying ahead of the competition – these things come together to drive ongoing changes to the way we work.” Whether you're considering a small change to one or two processes, or a system wide change to an organization, it's common to feel uneasy and intimidated by the scale of the challenge. Change management can be a challenge in any organization. Managing change means getting the organization to accept the change, understand the elements of change and then properly execute change. Several change management techniques help the organization implement change with more efficient results. The process of managing change should be ongoing to make actual change easier. It is the process by which organizations move from their present state to some desired future state to increase their effectiveness
All changes interface with three Organizational components which constitute the Organizational culture. Those three components are: * The historical and political evolution of the organization - important factors are the origin of company, values of company, image it like to promote, traditions and norms practiced by individuals and company policies. * The management and organization of the company- consist of structure and operation of organization, style of leadership, role of senior management, and effect of change on workforce, their acceptance and willingness to take remedial measures. * The people who work for the company-Most of the issues in change management are 'people' oriented. Every decision on change 'impacts' the people. All cautions should
CEH41 - Human Resource Functions
Assignment: 1
Value: 25%
Due Date: 4th April 2014
Presented By: Sofia Saimun Nisha
Student ID No: s11113141
Introduction “What was true more than 2,000 years ago is just as true today. We live in a world where "business as usual" is change. New initiatives, globalization, e-commerce, technology improvements, staying ahead of the competition – these things come together to drive ongoing changes to the way we work.” Whether you're considering a small change to one or two processes, or a system wide change to an organization, it's common to feel uneasy and intimidated by the scale of the challenge. Change management can be a challenge in any organization. Managing change means getting the organization to accept the change, understand the elements of change and then properly execute change. Several change management techniques help the organization implement change with more efficient results. The process of managing change should be ongoing to make actual change easier. It is the process by which organizations move from their present state to some desired future state to increase their effectiveness
All changes interface with three Organizational components which constitute the Organizational culture. Those three components are: * The historical and political evolution of the organization - important factors are the origin of company, values of company, image it like to promote, traditions and norms practiced by individuals and company policies. * The management and organization of the company- consist of structure and operation of organization, style of leadership, role of senior management, and effect of change on workforce, their acceptance and willingness to take remedial measures. * The people who work for the company-Most of the issues in change management are 'people' oriented. Every decision on change 'impacts' the people. All cautions should