Competitive Strategy

Topics: Human resources, Human resource management, Management Pages: 16 (5334 words) Published: October 28, 2014
Certificate IV in Human Resource Management

CEH41- Human Resource Functions

Value: 25%

Due Date:4th April 2014
Presented By: Sofia Saimun Nisha
Student ID No:s11113141

“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 be exercised in the people oriented changes. Typically with any change people expect a reward pay hike, promotion or other type of recognition. Think carefully the impact of change in every job it affects “Some common examples of changes are, enhancing the effectiveness of an Organization by globalization, strengthening, modifying, cultural transformation, mergers and acquisitions, new strategies, restructurings, new technology, task, e-business and human processes through the application of planned interventions.” Successful examples of Change Management in Fiji are, The government of Fiji, Fiji Airways, Telecom Fiji, Fiji TV and Fiji police force, just to name a few. One very common change implementation is the MRP system. In an age of instability, the organization handle this reality well, they win. Handle it poorly, and it can drive you crazy, cost a great deal of money, and cause a lot of pain.

Material Requirements Planning (MRP)
Material Requirements Planning (MRP) is computerized information system that improve efficiency by automating work such as planning needs for recourses, ordering material, and scheduling work on the shop floor. MRP methodology was developed in the 1970's making use of computer technology. The main features of MRP are the creation of material requirements via exploding the bills of material, and time-phasing of requirements using posted average lead times. The 2nd generation of MRP was recently introduced in the market, it features the closed loop system: production planning drives the master schedule which drives the material plan which is the input to the capacity plan. Once the master schedule is set, the MRP process explodes the bills of material, usually overnight, and develops the requirements for material. The material requirements feed the capacity planning module which tests the schedule developed by MRP against current capacity. This feed back loop creates two alternatives: increase...
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