Human Resource Management

This document discusses the critical changes within Oz Industries, including reporting structures, position titles, workplace atmosphere, and company values. It also explores the ethical and HR issues that may arise from these changes, as well as the impact on employees. Additionally, alternative approaches to managing these changes are suggested.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name of the Student:
Name of the University:
Author Note:

1HUMAN RESOURCE MANAGEMENT
Table of Contents
Question 1..................................................................................................................................2
Question 2..................................................................................................................................2
Question 3..................................................................................................................................3
Question 4..................................................................................................................................3
Question 5..................................................................................................................................4
Part A.....................................................................................................................................4
Part B......................................................................................................................................4
Bibliography...............................................................................................................................5

2HUMAN RESOURCE MANAGEMENT
Question 1
Critical changes within Oz Industries are identified as the reporting structures, new
and old position titles and roles, workplace atmosphere, company perceptions and the
organisations' values. All these changes have been influenced by the overall performance and
financial position of the Oz industries. The reason Oz Industries has chosen to restructure and
head in a new direction is a result of the economic loss the company had to bear because of
the inefficiency in its strategic plans and procedures as well as the retention of its employees.
It was examined that the loss in the revenue generation of the concerned organisation, had
forced the same to certain cut-off positions of their employees and thus making some of their
employees redundant and encouraging others into early retirement. Management restructure
is a standard method used by businesses in the hope of transforming the working of the same
and improve the current profit earning situation (Argyris, 2017). However, only a few of the
restructures turns out to be successful, and the rest turns into vain if not handled correctly.
The same can even result in the worsening of the situations in the Oz industries.
Question 2
Based on the examination of the case study, it was analysed that Carmelita Conti had
been serving the concerned firm of Oz industries for 22 years as a personnel and
administration manager. Studies show that Carmelita accepted the need and urgency of the
changes the industry needed. However, it was recognised to be frustrated with the frequent
changes in the policies and the requirements of the head office. Specifically, she was upset
with the replacement that was continuously made in the administrative programs she used to
plan and introduce. This made her argue and resent on the new plans and policies stating that
the same is not sufficient and suitable for the Oz industries. In this connection, the senior
manager Meg and she used to have unnecessary arguments, and the same led to the

3HUMAN RESOURCE MANAGEMENT
redundancy of Carmelita from the Oz industries. In this connection, the only possible action
for the organisation is to appoint a new employee in her place and continue with their
working and process.
Question 3
The ethical, as well as the HR issues that may arise because of the changes proposed by the
Oz industries, are determined as below (Sparrow 2017).
 Recruitment and employee responsibilities.
 The cash funding and compensation plans.
 The change in the performance appraisal program.
 The privacy issues.
 The restructuring and the lay-offs.
Question 4
Current employees at Oz Industries may feel secured about the restructure in the
management of the same, and the idea of the change could prove stressful for several
employees. The restructuring of the management system may led to the loss of job for some
employees and, in turn, affect their financial stability. These transformations then have many
repercussions on employee’s personal lives resulting in being unable to pay for essentials
such as their mortgages. Thus, these circumstances may result in increased stress level for the
employees which will also hamper their present zeal and effectiveness of work. The result of
increased stress levels may affect personal well-being and may force employees such as
Carmelita to resign from their position. Moreover, the transformations that Oz Industries has
encountered also impacted the long term serving of the staff members. The years of service
and experience is no longer valued in a working organisation, and the employees feel as

4HUMAN RESOURCE MANAGEMENT
though their commitment and loyalty towards the company is no longer respected and they
feel demotivated to work with effectiveness and efficiency (Blanchard 2018).
Question 5
Part A
Although the types of changes implemented by the Oz industries is recognised to be
challenging, however, the same can be managed by processing, communicating and
maintaining core values. In the modern era of business proceedings, any productive
organisations cannot survive without adapting itself to change. In this connection, an
organisation does not always have to redundant its employees and undergo their resignations.
The other initiatives that can be proposed are specified as below (Arvanitis, Seliger & Stucki,
2016).
 Shift the position of the existing employees.
 Plan a practical training and development program.
 Resolve issues with the existing employees through holding board meetings.
 Provide employees with different payout schemes to motivate and sustain them in the
organisation.
Part B
The alternative approaches mentioned above in the paper is recognised to benefit the
Oz industries in the following ways (Bamber, Bartram & Stanton 2017).
 Retention of its employees in the long term.
 Reduce the cost of recruiting employees on a regular basis.
 Earn effective employee loyalty.
 Motivate the existing employees to work with greater zeal and achieve both individual
and organisational goals.

5HUMAN RESOURCE MANAGEMENT
Bibliography
Argyris, C. (2017). Integrating the Individual and the Organization. Routledge.
Arvanitis, S., Seliger, F., & Stucki, T. (2016). The relative importance of human resource
management practices for innovation. Economics of Innovation and New
Technology, 25(8), 769-800.
Bamber, G. J., Bartram, T., & Stanton, P. (2017). HRM and workplace innovations:
formulating research questions. Personnel Review, 46(7), 1216-1227.
Bernard, K. L. (2018). Strategies to Reduce Voluntary Employee Turnover in Business
Organizations.
Blanchard, K. (2018). Leading at a higher level: Blanchard on leadership and creating high
performing organizations. FT Press.
George, C. (2015). Retaining professional workers: what makes them stay?. Employee
Relations, 37(1), 102-121.
Rees, G., & Smith, P. (Eds.). (2017). Strategic human resource management: An international
perspective. Sage.
Sparrow, P., & Otaye-Ebede, L. (2017). 10 HRM and productivity. A Research Agenda for
Human Resource Management, 163.