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One of the first steps in the change management process is to carry out a diagnosis of the situation requiring change. This entails examining the causes, context, and rationale for the change (Russell & Russell, 2006). Proper change diagnosis ensures successful change planning and implementation. Though change may occur at different levels, including strategic, functional, and process, attention in this paper is paid to the human resource (HR) function. HR is one of the organisational functions commonly targeted for change. Increased competitive pressure, regulatory adjustments, changes in strategic orientation, as well as market and technological shifts often compel organisations to adjust their HR practices, policies, processes, and/or procedures. This paper describes, justifies, and evaluates a change in HR practice at FedEx, one of the largest courier delivery firms in the U.S. and internationally. The paper particularly identifies the HR area that requires change and the need for the change and assesses the organisation's readiness for change using relevant diagnostic tools.
The firm enjoys admirable employee satisfaction and turnover rates. Nonetheless, there is still room for improvement. It is particularly important for the organisation to adopt a people analytics approach as far as its HR practice is concerned. Indeed, the significance of people analytics in today's era of big data cannot be overemphasised. As showcased by Google, it is imperative for modern organisations to make their HR decisions based on data -- from recruitment and selection to task allocation, workforce planning, retention, diversity management, performance management, as well as learning and development. That is what the people analytics approach is all about. Whereas FedEx has in the last one and a half decades or so increased its attention to data-driven HR practice, it is important for the organisation to fully adopt the people analytics approach.
Resistance to Change There are any number of reasons for resistance to change in an organization, among them poor communication, self-interest, exclusion, lack of trust and lack of skills (Brookins, 2017). Sometimes change is resisted specifically because the organization does not communicate the need for change effectively -- the people see the disruptive aspects of change but they don't understand the motivation behind the change nor the objectives of the change.
Human Resources Management - Maintaining a Competitive Edge in the Corporate Marketplace Change continues to reshape the workplace. Today's HR professional is called upon to help the organization retain its competitive edge in the marketplace. Along with representing the best interests of employees, HR professionals assume the role of strategic partner, administrative expert, and change agent. HR assumes a critical role in promoting the vision and shaping the focus of the
The Multiple Benefits of Saliva for Humans Besides the more commonly known benefits of minimizing halitosis, keeping the mouth moist and comfortable,, making food taste better and easier to swallow, there are also a number of other lesser-known but still highly important benefits of saliva for humans as well. These benefits include most especially the ability of scientists to use human saliva to assess individual health status and to identify potential
Its priorities are intergenerational programs for older but active citizens, which support independent living. These include housing, access to work, education, training and leisure, transition planning for younger disabled people and local action for the stigma of mental health problems (Department of Health p 8). National Multiple Sclerosis Society NMSS was organized in 1946 by those who want to do something about MS now (NMSS, 2010). They work together towards a
This issue of resistance to change is a critical one that will require significant effort to overcome. As a first step, the development of needs analysis is critical for understanding how the systems can be designed to be of more value to those using them. This is essential to increase the likelihood of acceptance of the supply chain system, both within Imperial Tobacco Canada and with its suppliers. The