BUS1005 HRM Essay: Workplace Change, Ethics, and Legal Frameworks

This essay examines the impact of workplace changes on Human Resource Management (HRM) practices. It focuses on a specific instance where a change in management occurred, leading to shifts in departmental priorities and employee relations. The essay explores how such changes influence HRM, specifically addressing the fear of uncertainty among employees, the need for effective communication, and potential issues related to employee retention. It also delves into the ethical and legal considerations surrounding the change, highlighting the previous manager's biased decisions and the subsequent implementation of the Fair Work Act. The essay concludes by emphasizing the broad impact of organizational change on HRM, including the importance of addressing employee concerns and adhering to relevant legal frameworks to ensure a fair and productive work environment. References include various academic resources on HRM and organizational change.

HUMAN RESOURCE MANGEMENT
SYSTEM
6/6/2019

HUMAN RESOURSE MANAGEMENT 1
Contents
Introduction......................................................................................................................................2
Change management....................................................................................................................2
Conclusion.......................................................................................................................................3
References........................................................................................................................................4

HUMAN RESOURSE MANAGEMENT 2
Introduction
This essay is a study of change management. Change management is something that can impact
the whole organization. Organizational changes looks at both the company at and the operational
method and the structures. Organizational change happens due to external and internal changes
in an organization. The change that occurred at the workplace was the the department head was
changed and a new boss came in. This essay also discusses the various issues that are linked to
the human resource management practices, this essay then discusses the key reasons behind the
change of boss and the legal framework that was chosen to manage the change in the
organization and the essay also discusses about the FAIR WORK ACT which was the law
adopted by the company to manage the change (K. Vora, 2013)
Change management
The current change that took place at the work place was that the department head was replaced
by a new boss, and his priorities were different than those of the former boss. Change in
management impacts the whole department or anyone who is in direct contact with the manger.
All these things are the part of organizational change. Organizational change is a part of
cooperate planning which leads to efficient and effective planning of work in an organization.
An organizations business and culture can change the climate and can also impact the human
resource practices as HR department works as a link between the employees and the mangers.
Change can impact HR in various ways (Cummings, and Worley, 2014)
The first thing is elevating fears when companies have change in the management there is always
a fear of uncertainty for the workers and HR might have to alleviate the fears. Sometimes it
becomes difficult for the employees or the workers to adapt the changes in the management as
they are not able to get along with the new boss and new processes and procedures. Such things
lead to retention of employees as the new arrangements does not suit the employees (Cole-
Lewis, and Kershaw, 2010)

HUMAN RESOURSE MANAGEMENT 3
The second issue that the HR practices can face is communication. Change in an organization
can lead to various confusions and issues and that is the reason there HR departments are needed
in the organization at this point of time to maintain the channels of communication with the
employees so that the employees can feel connected to the organization even after the changes
happening in the organization (Jiang, Lepak, Hu, and Baer, 2012)
The key reason for the structural change in the workplace was that the previous boss did not use
to support workplace diversity and there were a lot of biased decisions. The previous boss use to
judge the employees on the basis of their caste and gender which was totally unethical and not
legal. The employees were also not allowed to take leaves and there were no flexible work
timings. After the new boss was replaced he implemented the FAIR WORK ACT to the
company. The Fair Work Act 2009 (Act) is the primary piece of legislation governing
Australia’s workplaces. This act provides various terms and conditions for employment. This act
gives protection to all the people working in Australia as they are unbiased and cover the
following things hours of work, parental leave, flexible shifts, community service leaves, annual
leaves, public holiday, and fair work statement, long service leaves and personal care leave.
Conclusion
Through this essay it can be concluded that organizational change can impact the organization in
various ways. The major impact it has is on the human resource management practices such as
the fear of losing the employees and miscommunication among the employees due to change in
management. This essay also discusses the main and the key reasons behind the change of boss
in the workplace which were that the previous boss was biased and did not supported workplace
diversity among the employees and also judged the employees on the basis of gender and caste.
The new boss then implemented a new act in the company called the “FAIR WORK ACT”. The
act worked as a part of legislation that was used for governing the Australian workplace. The act
covered following things cover the following things hours of work, parental leave, flexible shifts,
community service leaves, annual leaves, public holiday, and fair work statement, long service
leaves and personal care leave (Guest, 2011)

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References
Cole-Lewis, H. and Kershaw, T., 2010. Text messaging as a tool for behavior change in disease
prevention and management. Epidemiologic reviews, 32(1), pp.56-69.
Cummings, T.G. and Worley, C.G., 2014. Organization development and change. Cengage
learning.
Guest, D.E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal, 21(1), pp.3-13.
Jiang, K., Lepak, D.P., Hu, J. and Baer, J.C., 2012. How does human resource management
influence organizational outcomes? A meta-analytic investigation of mediating
mechanisms. Academy of management Journal, 55(6), pp.1264-1294.
K. Vora, M., 2013. Business excellence through sustainable change management. The TQM
Journal, 25(6), pp.625-640.