Human Resource Management and Strategic Change Report

This report delves into the multifaceted world of Human Resource Management (HRM) and its crucial role in strategic organizational change. It begins by examining the influence of strategy, role functions, and structure in modern HR practices, emphasizing the importance of employee performance and market positioning. The report then explores the Ulrich Model, a framework for HR functions, analyzing its four key segments and dimensions focused on strategic alignment, operational processes, and people. It also evaluates HR activities, including employee engagement, relations, communication, and reward systems, using Office Support Excellence as a case study. Furthermore, the report investigates change management, outlining key stages and the HR department's contribution to successful initiatives. Finally, it addresses business ethics, discussing challenges for HR professionals and strategies to enhance ethical approaches in decision-making. The report concludes with recommendations for effective HRM practices and strategic change implementation.

Running head: HUMAN RESOURCE MANAGEMENT AND STRATEGIC CHANGE
HUMAN RESOURCE MANAGEMENT AND STRATEGIC CHANGE
Name of the Student
Name of the University
Author Note

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Table of Contents
1. HR role and the Ulrich model......................................................................................................2
A. Influence of strategy, role function and structure of modern HR practice.............................2
B. Responsible organization objectives for HR...........................................................................2
C. Ulrich Model...........................................................................................................................3
D. Major argument in Ulrich Model............................................................................................4
2. Evaluating HR Activities.............................................................................................................5
A. Developing measure of effective activity of HR....................................................................5
Employee Engagement................................................................................................................5
Employee Relation and Communication.....................................................................................5
Rewards, promotions and Development......................................................................................6
C. Change Management...................................................................................................................8
A. Introduction.............................................................................................................................8
B. Key stages of change initiative...............................................................................................8
C. HR role and contribution.......................................................................................................10
D. Factual objective and unsupported arguments......................................................................11
E. Conclusion and Recommendation.........................................................................................11
D. Business Ethics.........................................................................................................................13
A. Ethics in Business.................................................................................................................13

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B. Main challenges for HR professionals to enhance ethical approach....................................14
C. Mitigation of challenges and more ethical approach to business decisions..........................14
References......................................................................................................................................16

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1. HR role and the Ulrich model
A. Influence of strategy, role function and structure of modern HR practice
Human resource plays a significant role in the modern organization. The innovation and
talent development process with an increased level of performance from employees is the key
productive development that starts with Human Resource management team. Employees
performance and enhance market position of the company is the prime consideration for HR
department.
The prime role of HR department is to recruit efficient employees who will generate
better production in the organization. Training and development for a new proposed project are
delivered by HR team and that is the reason better performance from employee can be drawn.
Training is an important part that organized by Human Resource team and they provide
important training material to employees so that employees get accustomed to the system (Nadiv
et al. 2017). Maintain data about salary plans and appraisal system or performance development
of employees is their prime overview sections. HR team is eligible to provide better
communication with employees and job seekers. Though communication HR team can judge
employees’ mental feeling and also they have a good view of potential performance acceleration
of that employee (Ulrich et al. 2015). Talent management works on strategic planning to
develop the structure of organization and provide better outcome in their business market.
B. Responsible organization objectives for HR
Organization objectives help the company to extend their market reach through setting
their mission and vision and work in the right direction. The better productivity and business
market extension is the key motive for organization and through the HR management,
organization can lead this process. An effective recruitment process is the most important section
for that reason and strategic innovation like proper employee safety or secure environment for
work all these are key aspect to motivate employees to join the company (Saleh, Yaacob and bin
Rosli 2015). HR department takes the initiative and set those strategic objectives for
accumulating efficient people for the development of the company. Global management practice

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and creating open space for employees is the leading responsibilities for HR and they are doing
their role in an effective manner for the sustainable development of organization. HR department
has consolidated the succession planning for employees and train employees for their higher
level of production (Cohen 2015). Workforce mobility and cross-training procedure within the
job progression is the right way to maintain the work ration in both ways.
In service companies like Google has wider operation process and one of the biggest
multinational companies in the world. Their HR operational strategy is certainly different from
other companies. The key aspect of their company is to provide employees motivation and this
reason employees are not intending to leave the company. A better retention policy has been
introduced by Google and they find out efficient people and provide them utmost facilities so
that employees building up their trust believe over Google.
C. Ulrich Model
Ulrich Model is generally used for human resource functions and the model suggested
some key function for large-scale business and their HR functions. The model has four segments
and all those segments are focusing on the strategic focus which will provide some outcome in
future. The model has four dimensions as well and dimensions are approaching towards strategic
focus, procedures, day-to-day operational process and peopleLo, Macky and Pio 2015). There
are four sections as well. The strategic partner in a business helps in process and states some
future focus on the better HR maintenance policy. On the other hand Change in agent always
finding benefit for people and tried to implement certain strategies which will meet in near
future. Employee champion is a motivating policy that organization needs to impose in their
daily operation process. The reason behind this kind of program is to deliver better quality in
production and make communal understanding with people. HR department sometimes takes
responsibilities from administrative department and process day to day operation (Ulrich 2014).
The key initiative of Ulrich model is to develop the basic understanding of HR practices and
integrate the possible technologies in organization so that better employment relation can be
sustained.

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D. Major argument in Ulrich Model
The major argument in Ulrich model is difference between HR professional approach and
implementation of that approach in organization. The basic understanding of this model is
impacted by the Human Resources structure and attempt to make it complex. Rather a simple
formation of process and extract simple solution is the key understanding of human resource
management system. Ulrich model is the blueprint of HR functions and there are common
misconceptions about the model like business partner, outsourcing and service centre related
facts. The model also impacted the dismantle situation of balance transaction and customer
experience and many HR practitioners are not understanding the value that Ulrich has evolved
(Brown et al. 2017). Many companies tried to implement the strategy but the need for the
strategy is not coming out and that impacted over the recruitment, selection process and effective
work culture. In case of providing education and training to employees, Ulrich model has stated
a particular process to deal with but most of the case this process is not followed. The important
key approaches like modification, change management and sense of HR are the significant
change that can provide organizational edge and started a perfect system for organization
(Cowan and Fox 2015). The fundamental struggle and evident practices are the important issues
for managing the workplace and the HR opportunities are important in this section to consolidate
the process.

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2. Evaluating HR Activities
A. Developing measure of effective activity of HR
Office Support Excellence is an ambitious company that tries to expand their business in
external market. The processes are not very easy for them as 125 employees are the total strength
of the company. The company procedure needs to be dynamic so that better management and
possibilities can be gained. In case of better management opportunities will also enhance for
employees. In these kinds of organization, HR team needs to take more responsibilities to
overcome the situation by recruiting better people in their production.
Employee Engagement
HR will take care of employee engagement and for that reason improves productivity in
employees can be sustained in the organization. There are certain minimum qualifications that
job seekers need to have before cracking. Then only they can get engaged with the company. In
case of low productivity, HR can motivate employees by providing them better opportunities and
rewards. Provide extra support to employees’ by backing them up or provide relaxation hour for
doing work in long period of time (Ulrich and Dulebohn 2015). These are the engagement
scenario that organization can impose in their section through HR so that Office Support
Excellence can flow their business in external market. Human resource team has to take training
process for employees. There are some new prospects, new innovative procedures implemented
in organization and that is the reason training procedures is important. Office Support Excellence
provides training procedures and activities for every staff members so that employees can get to
know about new innovations and try to accustom with that process.
Employee Relation and Communication
Human resource team needs to interact with employees and job seekers and understand
their problem to provide a valuable solution from their end. Communication is the best way to
understand the situation of employees and their feeling about innovation, changes or the
modernize work culture (Kuvaas, Dysvik and Buch 2014). Even, most of the employees are from

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diverse sources and backgrounds, so tracking them in a right channel at in right dimension is the
best way to manage employee relation. Employee relationship can be regained by the work-life
balance program. Employees need their workplace environment safe and secure; Human
resource department provides that security and safety to their employees for their better
retention. In case of Office Support Excellence, their organizational structure may not be so
strong like other big companies but the improvement dimension of the organization is very
steady. A top ranking company is opening near this company, so the concerned problem for this
small company is to retain their workforce. Office Support Excellence has better project
opportunities and being a small team or employee team bonding is quite clear in this situation.
Thus HR needs to utilize this approach to make a team bonding by providing different activities
and work culture.
Rewards, promotions and Development
The third strategy that Office Support Excellence may introduce in their organization is
the eligible promotion of their employees. The organization has an annual appraisal and this
appraisal is levelling up the designation of an employee and provides extra monetary facility as
well. However, the management of this company needs to implement extra monetary facility as
loyalty bonus, which is only applicable for those employees’ who have completed their 6 years
in this organization and a lump sum amount will be presented from the company (Adu-Gyamfi
2015). 10% of salary enhancement and other facilities like mobile bill, transport allowances all
these will be provided by company and all these facilities will be provided to those loyal
employees. Promotion, potential excellence and employee communication can create a better
bonding with employees and that showcases over the production deliverance of company.
Retention of employees and workplace stability is the concern matter for Office Support
Excellence as the new top rank company has formed near this company. Employees,
effectiveness and activity are depending on the organizational amenities that provided the
company. Better training and workshop will be given by Office Support Excellence’s employees
so that they will not think about any change (Alipour, Tabari and Azad 2016). Proper appraisal,
promotion, timing, environment and managerial behaviour are so important that can change
productivity of the organization. Recruitment policies need to be improved and that certainly
accumulate more effective people to come and support the system for the enhancement of

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production. Extra money is allocated in the workplace for the innovation purpose and this money
will also owe for the employee's hike and promotions. In case of better support in Office Support
Excellence, a support management team will handle any situation or HR will maintain the entire
system for employees' retention. The company does not want to lose their employees as the work
process, culture and systematic operation management are known to those employees but if they
going for better companies then asset of Office Support Excellence will struggle and this is not at
all expected by this company (Stroeva et al. 2015). So HR strategic policies and well-spent
money will embrace the situation of Office Support Excellence and that will intact their
employees as well as help in better production.

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C. Change Management
A. Introduction
Change management is a chain of activities that leaders follow for the individual
transition to ensure better productivity in future. The project meets the intended outcomes and it
drives towards the individual conversion approach. The organization move is not considered as
change management, rather employees' of an organization need to change their behavioural
approach and prepare or equip better results from the adopt changes. There are three levels of
changes in Individual change management, Organizational change management, Enterprise
change management capability. All these changes embrace the reflection and make successful
way of new easy in working and deliver expected results (Hayes 2014). The natural
physiological reaction of human being and their acceptance of change management is the key
determinant of individual change management. On the other hand, organizational change is not
imposed on individual rather it identifies better changes in groups. At the initial level, that group
of people identifies the change management strategies in organization and then customise plan
for the implementation of those strategies. At the last level, company is trying to adopt new
changes in a quick or effective way and those market changes are embracing as the enterprising
change management capability.
B. Key stages of change initiative
The key stages of change management drive into individual transition and produce better
level of intended outcomes. In this scenario, the key elements in change management are
sectioning into three stages so that better outcomes can be drawn from the process.
Preparing for change is the first change management element that defines the better
management strategy and prepares a management team for developing the sponsorship model.
Managing change is the next key stage that develops the changing plans and takes legitimate
implementation in organization (Doppelt 2017). Reinforcing change is the last stage that
analysis all those feedbacks and try to diagnose all possible limitation and gaps to manage more
intact change in management.

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Change management model also signifies the possible change in management. Individual
change and innovation in leadership can be seen in that model or strategies. Kotter’s 8-step
change model state the possible changes in management for every individual.
Figure 1: Kotter's Change Model
(Source: Created by Author)
Create urgency is the first stage of change model and the urgency is created by the
organization for their initial change in development. Increased competition brings changes in
management and this developing scenario is important for better thinking and implementation.
Organization leaders have to make a powerful coalition to reach their vision and mission of the
company (Cameron and Green 2015). Team bonding and political, social influence in team may
change the momentum of that team and this emotional attachment is needed for the development
of strategic change. Communication is important for achieving the vision of the company.
Employees’ togetherness and problem-solving system are important in this scenario to transform
new mission and implement mission by the effective use of innovations. Remove obstacle in
change management process and build the level of understanding in workplace is the most
CreateUrgencyPowerfulCoalitionChnageVisionCommunciationRemoteObstaclesShorttermwinsBuildChangeChangeinCorporateCulture

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important section of executing the vision (Kuipers et al. 2014). Leaders need to motivate
employees to short-term goals. These short-term goals accumulate in a big success when
negative thinking is mitigated and the target has been set in a suitable way. Change in building
the organizational infrastructure is important for the long-term run and this change can bring
more opportunity to improve the system in a right way. Corporate culture is important aspect to
change the value of system and hiring new staffs and provide them training for better outcomes.
In case of XYZ Company the radical change in their company may face some hard challenges for
employees but in most of the cases, cultural enhancement and innovative decision making
provide a positive outcome in future.
C. HR role and contribution
In case of XYZ Company, Human resource team needs to take greater initiative to change
the organizational dimension and implement planning to change strategic decisions. HR
department of the company needs to adopt open source change and the reason behind the
change to execute more planning in organization and putting strategy so that better outcomes can
be drawn. HR needs to make change in the flow or management work, in case of any salary
related issue, of leave related issue, or major production related issue the department needs to
take better initiative so that slow progression of managerial work gets some boost and HR also
putting their valuable understanding over this process (Lewis, Passmore and Cantore 2016). HR
team needs to evolve talented employees and provide them all kinds of support, training and
execute their knowledge in a better way (Goetsch and Davis 2014). Creating cultural platform
for employees and manage any diverse situation by the implementation of CIPD diploma course
is the main contributed form of business understanding. Monitoring over employees for the
better production is the responsibility of HR and they take the added initiative to monitor over
employees and also help them by providing extra training and workshop (Ceptureanu 2015).
Staff turnover rates must need to be decreased by the company and that initiative also taken by
the HR department. Employees’ retention is a huge a factor and better financial structure,
environment and supportive mentality are needed for that aspect. In case of XYZ Company, the
employee retention must be strong so that the company can think over change management.