BUS340: Human Resource Strategy and Change Management Analysis

This report delves into the critical intersection of human resource strategy and organizational change, particularly in the context of Johor Insurance's restructuring. It examines the role of HR in managing change, focusing on key principles such as strategic alignment, leadership involvement, and progress monitoring. The report highlights the importance of retaining key executives while simultaneously recruiting new talent to support the organization's strategic shift towards two distinct divisions: JI Retails and Commercial Underwriters Asia-Pacific. It also touches on the challenges of resistance to change and the need for adaptable business strategies. Furthermore, the report discusses the Matrix model of organization structure, emphasizing its benefits for organizations with diverse product and service lines, skill enhancement, and employee commitment. Desklib offers this and many other solved assignments to aid students in their studies.

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

3ADVANCED HUMAN RESOURCE PERSPECTIVES
professional services (Maheshwari et al. 2015). Some of the principles of change management
are:
 Strategic approach to change impacting the people associated with the organisation
 The changes should begin from the top level
 The management HRM should also focus on the progress
Matrix model of organisation structure is a combination of and a balance between the
projectized organization structure and the functional organization structure. In this structure an
employee might be reporting to two seniors at the same time one of the functional manager and
other is the project manager. As the organisation has formed two wings it is employees based on
their function and the project might have to be reporting to two mangers. As productivity will be
one of the major aim of the Johor Insurance the company this organisation structure though it is
complicated structures it proves beneficial for organisation that has diverse product and service
Line.
This model focuses on the skills and expertise of the employees, Johor Insurance retains policy
and recruitment policies are based on skills and experience. This model ensures higher efficiency
and greater commitment of the employees (Harper 2015).

4ADVANCED HUMAN RESOURCE PERSPECTIVES
Figure: Matrix Model of Organisation Structure
Source: (Harper 2015)

5ADVANCED HUMAN RESOURCE PERSPECTIVES
Reference list:
Harper, Charles. Organizations: Structures, processes and outcomes. Routledge, 2015.
Hayes, John. The theory and practice of change management. Palgrave Macmillan, 2014.
Maheshwari, Shweta, and Veena Vohra. "Identifying critical HR practices impacting employee
perception and commitment during organizational change." Journal of Organizational Change
Management 28, no. 5 (2015): 872-894.
Marler, Janet H., and Sandra L. Fisher. "An evidence-based review of e-HRM and strategic
human resource management." Human Resource Management Review 23, no. 1 (2013): 18-36.
Nankervis, Alan R., Marian Baird, Jane Coffey, and John Shields. "Human resource
management: strategy and practice." (2013).