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Human Resource Management and Change Management Systems in Shell Company

   

Added on  2020-03-02

26 Pages6081 Words85 Views
Running head: HUMAN RESOURCE MANAGEMENTHuman Resource ManagementName of the StudentName of the UniversityAuthor Note

1HUMAN RESOURCE MANAGEMENTExecutive SummaryThis report deals with the organizational changes of the Shell Company. The HR departmentplays an important role in facilitating the necessary changes within the organization. The reportis based on the change management systems that are present in an organization along with themodels of change that the organization needs to consider. The changes in the organizationalsystem are also accompanied with the roles that the HR professionals play. They are lookingafter the organizational structure apart from the training and the developmental activities of theemployees. This will help the company in understanding the changes that it would be requiringto increase its profits in the competitive market.

2HUMAN RESOURCE MANAGEMENTTable of Contents1. Introduction..................................................................................................................................42. Overview of the Organization.....................................................................................................43. Literature Review........................................................................................................................53.1 Organizational change management......................................................................................53.2 Change models.......................................................................................................................63.2.1 Unfreeze..........................................................................................................................63.2.2 Transition........................................................................................................................73.2.3 Refreeze..........................................................................................................................83.3 Kotter’s 8 Step Change Model..............................................................................................83.3.1 Creation of a sense of urgency........................................................................................93.3.2 Creation of the guiding coalition..................................................................................103.3.3 Developing a strategy and vision..................................................................................103.3.4 Communication the changed vision..............................................................................103.3.5 Broad-based action empowerment...............................................................................113.3.6 Short-term wins need to be generated..........................................................................113.3.7 The gains need to be consolidated................................................................................113.3.8 New approaches in culture............................................................................................123.4 Role of HR department as change agents............................................................................123.5 Specialists as Change Agents..............................................................................................13

3HUMAN RESOURCE MANAGEMENT3.5.1 Change champions........................................................................................................133.5.2 Change adapters............................................................................................................143.5.3 Change consultants.......................................................................................................143.5.4 Change synergists.........................................................................................................143.6 Importance of organizational changes.................................................................................153.6.1 New technology............................................................................................................153.6.2 Acquisitions and mergers.............................................................................................153.6.3 Internal and external pressure.......................................................................................163.6.4 Laws and regulation of the government.......................................................................163.6.5 Needs of the customer..................................................................................................163.6.6 Relationship skills.........................................................................................................164. Identification of the best practices in Shell................................................................................175. Discussion and analysis.............................................................................................................186. Conclusion.................................................................................................................................197. Reference List............................................................................................................................21Appendix........................................................................................................................................25

4HUMAN RESOURCE MANAGEMENT1. Introduction The organizations in the current world scenario want to remain competitive and try toseek advantages in the fast paced world that is changing on a regular manner. The performanceof the employees needs to improve, as it will help in boosting the production and the sales of theorganization. The organizations are trying to adopt the new methods that are present in HumanResources Development so that it can help in providing support to the organizations. The aim ofthe paper will be to identify the processes and the activities that are undertaken by the HumanResources Department so that it helps the organization in managing the changes in a better way(Benn, Dunphy and Griffiths 2014). 2. Overview of the OrganizationThe Royal Dutch Shell Group of Companies or precisely Shell is the second largestcompany in the world with respect to petroleum. It is also one of the most recognizedorganizations in business, as it operates in more than 200 countries over the world. The companyis in a joint venture that has been undertaken between the Royal Dutch Petroleum Company andthe Shell Transport and Trading Company (Maheshwari and Vohra 2015). Both of thesecompanies are based in Europe but operate all around the world. The company has developed into a complex organization and maintains its operations from the headquarters that are situated inThe Hague and London. The management of the company was done following a matrix structurethat is three-way in process from the mid 1960s. During the 1990s, the company realized thatchanges need to be made in the organization so that it would help in competing better with therival companies. The competition was intense as the prices of oil at that point decreased heavily,which led to the other companies joining the industry.

5HUMAN RESOURCE MANAGEMENTThe main issues that will be highlighted in this assignment will be the local autonomyand the adaptability on the integration based globally along with the structure and role of themanagement, which will help in managing the services of the organization (D’Cruz, Noronhaand Beale 2014).3. Literature Review3.1 Organizational change managementThe management of organizational changes is the modification and the transformation ofthe entire organization so that it will help in increasing the level of productivity in an effectivemanner along with the competition that is present in the market. It will also help in increasing therevenues of the organization. The change management is an approach that will help intransforming the employees along with the teams in a way that will help the company in thefuture. Change management acts as a basic tool that helps the organization in taking control overthe changes that are taking place within the system. This process will help in identifying andaccepting the changes within the current environment of the business so that the company canoperate in an appropriate manner (Schumacher et al. 2016). The current business environment is uncertain and the organizations need to effectivelyhandle the changes in the management by adapting the strategies, products and cultures on aconstant manner. The advancements in the technological level have made it mandatory for theorganizations to accept the changes so that it can ensure its survival in the competitive market.The Human Resources (HR) department plays an important role in changing the strategies thatwill help the company in the future, as they have the capability of thinking and learning tomanage things in a different manner (Giauque 2015).

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