Scribd
Upload
129 views6 pages

Prestige Institute of Management and Research, Indore: Assignment

This case study examines changes affecting an organization. The owner, Jennifer, is considering allowing telecommuting 1-2 days per week to cut costs but worries about productivity. She also contemplates closing the physical office and becoming fully virtual or reducing healthcare benefits. Five of the company's 10 employees will retire in the next three years. Initial steps would include developing strategies aligned with goals, communicating changes to employees, gathering feedback, and making incremental changes to minimize resistance. Key considerations are assessing feasibility and costs of changes, training needs, and gaining employee input while transitioning gradually. The HR manager's role is to implement strategies through recruitment, feedback, and guiding employees through the changes.

Uploaded by

Pooja Pandey
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
129 views6 pages

Prestige Institute of Management and Research, Indore: Assignment

This case study examines changes affecting an organization. The owner, Jennifer, is considering allowing telecommuting 1-2 days per week to cut costs but worries about productivity. She also contemplates closing the physical office and becoming fully virtual or reducing healthcare benefits. Five of the company's 10 employees will retire in the next three years. Initial steps would include developing strategies aligned with goals, communicating changes to employees, gathering feedback, and making incremental changes to minimize resistance. Key considerations are assessing feasibility and costs of changes, training needs, and gaining employee input while transitioning gradually. The HR manager's role is to implement strategies through recruitment, feedback, and guiding employees through the changes.

Uploaded by

Pooja Pandey
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
You are on page 1/ 6

PRESTIGE INSTITUTE

OF MANAGEMENT
AND RESEARCH,
INDORE
ASSIGNMENT
OF

ORGANIZATION BEHAVIOUR & HRM


TOPIC : CASE STUDY (2)

Submitted To: - Submitted By: -


Dr. Jyoti Vyas Bajpai Jitesh Gaur – 1121812757
Mohini Rai
Pooja Pandey-1121813371
Prithvi rana – 1121812677
Tanisha Bhatia- 1121812838
Sonal Satbhai-1121812754
Srishti Jain -1121812845

1
Case Study -2

Summary

This case study is about the changes that affect the working of an organisation. The owner
and the manager of the company has hired us to take over the HRM functions. during the
first two weeks, we get to know that the company is greatly affected by the up economy
and predict the growth of 10 % in some in the next three years, but five out of the ten
employees will be retired in the duration of three years.

Jennifer believes they may be able to save costs by allowing employees to telecommute
one to two days per week. She has some concerns about productivity if she allows
employees to work from home. Despite these concerns, Jennifer has even considered
closing down the physical office and making her company a virtual organization. But she is
concerned about the productivity of the employees and also about the cost of health care on
the organization and how will these changes affect the organization.

Posers
1. Point out which changes are occurring in the business that affect HRM.

As we can see in the case there are many changes that Jennifer, the owner and Manager of
the company wants in the business which affects HRM. Following are the changes
occurring in the business that affect HRM are

 As we saw in the case, five out of ten employees are going to retire so this would
affect HRM as there would be change in workforce, so first we need to plan the
retirement benefits and policies for existing employees and if requirement, then
recruitment of new employees also needs to be planned well in advance.

2
 The Next change that comes into picture is that Jennifer wants that employees to
telecommute one to two days per week to save cost but she has concerns about the
productivity to allow employees work from home which also affects the HRM.

 Despite the above changes Jennifer has even thought of closing down the physical
office and making her company a virtual organization and this is a major change
that would definitely affect the HRM as the manager would not be able to have a
face-to-face conversation with the employees to guide them and motivate them as
they used to do in physical office.

 Jennifer has also a thought of cutting benefits entirely, considering costs of health
care on the organization, for which, she wants her employees to work for her on a
contract basis, instead of being full-time employees. This is a change that would
greatly affect HRM because hiring a contract employee requires a far different pay
structure than bringing someone on full-time, meaning you need to embrace a unique set
of trade-offs because freelance/contract-based employees handle their own taxes,
benefits, and marketing costs – they typically charge more than full time employees.
Also, the short-term nature of their employment doesn’t create loyalty.

These were all the changes occurring in the business that would affect the HRM.

2. What are some considerations the company and HR should be aware of when
making changes related to this case study?

Company and HR should be aware of the following important points while taking any of
decision.

 They should be aware of implementing the changes incrementally and not in instant
as it will directly affect the motivation of employees and would be torturous. The
less motivated employee will become less productive.
3
 They should be aware about the practical feasibility of the changes and should
evaluate the positivity of the changes proposed.

 They should take the collective views of their employees and take into consideration
while taking decisions on changes.

 They should monitor the performance of employee and provide training, if needed.

 They should compare the cost of running business in physical organization with
virtual organization and take decision wisely.

3.What would the initial steps be to start planning for these changes?

 Changes in Jennifer’s organization will become more challenging to plan the


organization change process. Often people tend to resist change for various reasons
like not wanting to change certain habits, feeling threatened by economic factors,
and their personal fear of the unknown. By changing the overall attitude in the work
force people are likely to proceed with change more readily. This sounds like an
easy task however management tends to struggle with helping their employees to
move through out change. For this case study, the organization will change in many
ways such as diverse ages, retirement employees, becoming virtual company.
 The steps include, create urgency, form a powerful coalition, create a vision for
change, communicate the vision, empower action, create quick wins, build on the
change and anchor the changes in corporate culture. The steps provide a guide on
how you simply go beyond getting your message across to truly change people
behavior and how heart of change can alter the way organizations and leaders
approach change in management.
 In the case, Jennifer’s company has a good competitive situation in terms of
economic development and top performing employees. however, they will
retirement in next three years. For this crises, human resource manager and Jennifer
as an executive of this organization have to focus on this situation and take it into
4
urgency plan then find ways to communicate this information broadly and
efficiently.

4.What would your role be in implementing these changes? What would Jennifer’s
role would be?

HR role in implementing this change-

 To develop HR strategies aligning with organization goal.


 To implement the HR strategies in achieving the organization objective.
 To acknowledge employees about the benefits they will receive after implementing
the changes.
 To take feedback from the employees about the changes and what is there view on it.
 To let them know the practical possibility of these changes.
 Recruitment of new employees.

Jennifer’s role –

 To interact with employees and tell them about the changes going to be. And ensure
the safety about the changes.
 To arrange fund required to telecommute employees one or two days of a week.
o 3) To take decision whether to hire employees on contract basis or full-time
basis.

Conclusion: -Diagnose the current environment of the organization is the first step after
you have decided to make some changes into your organization and decided on change
agents who will carry the change incrementally. Understanding the current motivation of
the employees is effective way to start an incremental process of change. In managing
organizational change, leaders must account for the sociocultural factors also. Effective

5
change management should involve an understanding of workers’ cultures and how
cultural factors could hinder change at the individual, team, and organizational levels.

You might also like