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I will pay for the following article Changing the Way We Change Organizations. The work is to be 10 pages with three to five sources, with in-text citations and a reference page.
I will pay for the following article Changing the Way We Change Organizations. The work is to be 10 pages with three to five sources, with in-text citations and a reference page. The author states that the given approaches ignore other factors that influence the behaviour of workers such as design and organization of work and employee relations.
The second approach attaches great importance to the factors, actions, and decisions affecting the organization-employee relationship and tries to satisfy all the stakeholders (management, shareholders, society, etc.). To achieve this it is necessary to develop the following basic policies: human resource flow, reward systems that satisfy all employees, influence the employees to take responsibility and efficient working systems.
In the WBSM approach, it is necessary to take into account both the increasing complexity of the environment and the need to define the role of the Human Resources department due to the fact that the line managers get involved in the actual actions of the HRM department.
Ultimately, the new trend is to link the personnel policies with the political objectives of the company and to deal with the impact of strategic decisions in the administration of human resources and not simply to deal with operational problems. At the same time, the executives motivate and encourage so as everybody will dedicate themselves to the company and its objectives. A feature of the new trend is also the shift of the negotiation of union workers from the national level at the enterprise level and indeed the trend is, each worker to be treated separately in terms of working conditions and not en masse, as was common until recently.
THE IMPORTANCE OF HUMAN RESOURCES FUNCTION
It was reported earlier that the environment in which businesses operate is highly competitive and business, in order to survive, must respond to new data. (globalization, new technologies, continuous effort to innovate, the collapse of economic borders, etc.). For businesses today, human resources can play a key role and create a sustainable competitive advantage for the them, provided the new strategy of Human Resource Management is based on the flexibility of working conditions, namely: the ability of workers to take up and carry out a wide range of responsibilities (operational flexibility), the possibility of different contract types (numerical flexibility), flexibility in working hours, and remuneration based on individual performance and skills of each employee (flexible payment). Naturally, the Human Resources Management follows a specific strategy having certain goals. The primary goal is to improve productivity through the solution of personnel problems, cooperation with executives and participation of them. In parallel, an effort to improve the quality of the workplace takes place, HRM ensures the firm complies with all conditions of the requirements of the legislative framework, and special importance is given to the efficient use of employees in order to achieve sustainable competitive advantage. The aim, therefore, is to provide flexible personnel that can and will have opportunities to exploit innovative ideas.
