Advanced Human Resource Perspectives

Running head: ADVANCED HUMAN RESOURCE PERSPECTIVES
Advanced Human Resource Perspectives
Name of the Student
Name of the University
Author’s note

1ADVANCED HUMAN RESOURCE PERSPECTIVES
1. Human resources strategy and organisational strategy
Human rescores are the people associated with an organisation; people come with their
skills and expertise which help in the operations of the business. These people and their skills are
regarded as a significant asset for the company. In order to manage the human resources,
business organisations have HR department that look after the recruitment, performance, healthy
and safety, development opportunities etc (Marler et al. 2013).
Johor Insurance is an organisation that has seen its share of market and in the recent times
is going through a change due to the changes in the market trends. The company with the help of
international management-consulting firm re-strategized the management decisions. The company
recognizes the importance of human resource. Any business organisation is run with the help of the
employees and the staff members and the management of the company looks after the way the
operations are being held, therefore cost reduction was not used rather the structure of the
organisation was altered (Marler et al. 2013).
Organisational strategy that the company has come up with along with the consultancy is
that the company will now have two separate divisions looking after two separate kinds of
clients: JI retails (Car, home and property insurance) and JI B2B. JI B2B will be launched as a
separate organisation called Commercial Underwriters Asia-Pacific. Therefore to keep up with
these changes in the organisation human resource department also had to draw strategies.
At this verge of change the organisation retained key executives as experience of the
people in the industry will help regain the position of the company in the market faster, the
organisation here focused on the skills and expertise of the human resource. Another major
aspect of retention of the staff is some of the government policies of Singapore regarding the

2ADVANCED HUMAN RESOURCE PERSPECTIVES
insurance industry. According to the rules the people working in the insurance industry has to be
registered with the Monetary Authority of Singapore (MAS). To register new people would take
over a year.
On the other hand recruitment will be an important role of the Human resource
department in the case of the new organisation that is set to incorporate. The new organisation
will have new operational aspect and hence the skill, expertise and the qualifications of the
people will be organized by the HR department accordingly to suit the objectives (Marler et al.
2013).
2. HRM's role in change management - principles and models
Johor insurance is going through a massive change in the organisational structure and
design therefore major transformation will be required in the Human resource department as
well. Resistance to change is something that is natural people do not understand or predict the
outcome of the future, therefore they resist to any kind of alteration in the organisation.
Organisations should have an adaptable business strategy so that in such cases the organisation
can easily adopt to the dynamics of the change (Hayes 2014).
The amendments brought about in Johor Insurance will directly impact the employees of
the company and hence the role of the HRM becomes evident in change management. Retaining
and recruitment will take place at the same time, the ones who will be retained will be analyzed
according to their performance and the ones who will be recruited for the new organisation shall
be welcomed with different expertise and new skills so that the new organisation is equipped for
the changes. The divisions that the HRM will be focusing on are sales, claims, adjusters and