logo

Report on Human Resource Management in Organization

   

Added on  2020-04-07

6 Pages1349 Words59 Views
 | 
 | 
 | 
Running head: Human Resource Management 1Human Resource ManagementStudent’s NameInstitutional Affiliation
Report on Human Resource Management in Organization_1

Human Resource Management 2Human Resource ManagementSummary The recruitment market of the GCC has been affected by the unpredictable economywhich has caused massive layoffs in many organizations. However, the falling oil prices inmy HR department have become an opening to restructure and refocus. A loss of $340 billionin revenue in 2015 Manama (2016) was experienced by the oil exporting countries from theMENA area even though the market is in the process of stabilizing with sluggish investmentin the workforce. To respond to such a shift, 40 per cent of organizations in the Middle Eastis focusing on a restructuring exercise in three main areas namely nationalization, efficiencyand budget optimization. Contrariwise, the rapid adjustment in the oil prices in 2014University of East Anglia (2016) has led to reduced liquidity and a decrease in the demand.The restructuring of the organizational structures has been accompanied with manyremarkable implications such as recruitment of middle to senior managers and re-educatingthe existing employees and reducing the size of some teams. According to Munoz et al.(2011), The HR can assist by reducing the time it takes to the development of managers byempowering the low-level ones. The GDP of Abu Dhabi has also been affected by thedisruption of the macro economic; however, the governments are refocusing with the aim ofstrategizing their response such as Saudi Arabia (Mottaghi, 2015).Challenges The unpredictable economy due to the fall in oil prices will affect my business bothinternally and externally. The falling in oil prices will lead to massive layoffs due to thedecline in GDP within the organization which will have a ripple effect (Iverson and Zatzick,2011). The business will also face challenges due to the restructuring of the organizationalstructure as a response to the shaky economy. The restructuring will impact on the overallbudget and efficiency of service delivery. Additionally, the reduction in the GDP will directlylower the investment in the workforce.Effects of the challenges on HR StrategiesThe decision of massive layoffs will result in direct costs which will be incurred as aresult, and this can be in the form of severance pay to the outgoing worker and the overtimepayment to the remaining employees and the costs incurred for temporary services. Also, the
Report on Human Resource Management in Organization_2

Human Resource Management 3predicted massive layoffs will lead to increased turnover from the senior employees for fearof job security. This will affect the HR strategy of training of employees on customer servicebecause the employee already invested in will be gone.The restructuring have physiological and psychological effect at the individual levelof the workers such as uncertainty, identity loss, changes in reporting associations andrecruits, all of which affect the performance of the employee and the business as a whole(University of East Anglia, 2016). This will influence the traditional HR strategy ofrecruitment practice which aims at recruiting the appropriate and qualified employees inrespective departments. Such a change may affect the quality of the hired employees which inturn will influence the quality of service delivery (Armstrong and Taylor, 2014). The trainingand organizational development of the business are likely to be affected by the restructuring.(Ashkenas et al., 2015) HR strategies HR strategy for Massive Layoffs1. Layoff planning and StrategyIdentify the issues commonly associated with layoffs through research or previous companyexperience. Then determine the ways in which the layoff will contribute to the goals of thebusiness in addition to the particular department that require a low-cost structure forprofitability. 2. Which personnel should be involved?To determine the employees to be affected by the layoff plan, the considerations shouldinclude; inclusion of the line managers in the process, notification of the union leadership ofthe issue at hand (in situations it exists). 3. Pre-layoff stepNecessary prevention of violence guidelines and dispute resolution should be in place, initiatea process of escort of laid off workers.4. The layoff process and after-math
Report on Human Resource Management in Organization_3

End of preview

Want to access all the pages? Upload your documents or become a member.

Related Documents
Business Research Method: Proposals for HR Best Practices, Coaching Culture, and Training in Hospitality Industry
|5
|847
|464

Trends in HR Management Analysis
|9
|2966
|167

Does consolidated HR Operations make the HRBP job more useful?
|11
|2831
|25

HUMAN RESOURCE MANAGEMENT INTRODUCTION.3 MAIN BODY.3 Benefits of employing older workforce and their implications
|9
|2440
|357

Impact of National Issues on Human Resource Management in International Organizations
|6
|1157
|363

Human resource management - Merrill Lynch Assignment
|8
|1411
|42