Leading and Managing Organizational Change Organizational Innovation

Question: Discuss about the Leading and Managing Organizational Change for Organizational Innovation. Answer: Recommendations from Head of Human Resource Department Human Resource recruitment Strategy: Existing issues at the company which involves hiring inexperienced employees on contractual basis can be solved with proper human resources recruitment strategy(Kramar, 2014). A firm strategy that includes educational, skill and experience requirement for each posts needs to be determined and finalized. Such standardized benchmarks for recruitment. Benchmarking of recruitment will also entail standardization of products and setting high qualities in them as it deals in engineering products. Human Resource Department KMS: MDDiv being a large organization spread across various branches spread in various location. Being a manufacturing unit with various engineers the company needs to make a Knowledge management system for its HRM department to cater to its recruitment and selection needs. Further, this system will allow automated updating and evaluation of criterias against set targets. Integrated Human Resource Management Systems: Application of a dynamic KMS will alone not serve the purpose of recruitment of such a large organization with varied problems(Chitakornkijsil). Integrated framework needs to be developed. such integrated systems will allow for standardization of recruitment processes and availability of human resource quality. This will also enable transferring a suitable employee to a place where he is most required. To do away with documentation altogether: The company needs to focus and stress on doing away with documents. In order for handling and managing complex operations at the company a singular recruitment and selection procedure will further remove any disparities existing in the process of HRM especially in recruitment. Setting Organization centric culture: It will be highly recommendable for adopting a similar organizational culture across the entire organization. Instead of creating individualistic cultures that manages local contractual employees at its various branches, if the organization sets identical cultures with similar targets and job functionalities it will be beneficial to general equal standardization for products and evaluate them as well. In country centric organizational culture set up there might be discrepancies occurring on the product quality level that might otherwise impact the brand name for the company(Dias, 2016). Aligning of Human Resources Objectives: There have been major discrepancies and conflicts amongst the branches and head office. However such functionalities clash might result in clash of interests. Such interests and objectives between head office and branch office might result in difficulty in applying strategies and initiating changes to deliver competitiveness in the market. Reference Lists Chitakornkijsil, P. (n.d.). The internationalization of human resource management in the host nation context strategic approach of IHRM. International Journal of Organizational Innovation, 3(2), 379. Dias, L. (2016). Human Resource Management. . Human Resource Management. Kramar, R. (2014). Beyond strategic human resource management: is sustainable human resource management the next approach?. . The International Journal of Human Resource Management, 1069-1089.