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The Status Fill in of Change Management Project
Introduction
This paper will be discussing the issues that are being faced by AGC along with the recommendations implemented as a fix. The management of AGC needs to realize that there is no stopping the issues, but it is the way the problems are dealt with that determines the companys strengths and weaknesses. I hope that the tools and tactics that have been applied serve a great purpose in the improvement of the AGCs environment and structure.
Applying specific tools can aid AGC. Implementing human capital management tactics carry great importance. Application of Human Capital Plan will play a vital role in the achievement of an impactful and high-performance company, through the staffing of top-notch workforce. It should be kept in mind that the human capital plans are linked with the organizational plans. So, without a competent workforce, the corporate goals will not be attained. Nowadays, there are plenty of real-world human capital issues faced. AGC is swiftly working on it. The real world problems faced are firstly, the construction of a global leadership along with the management of organizational change, this issue carries great urgency secondly, the retaining of employees and the engagement of management. Thirdly, the reeducation of Human Resource. Lastly, talent attainment and entree. Further, the issues faced by AGC will be discussed along with their fix.
Discussion
Leadership can have an enormous impact on how a company functions. Previously AGC was functioning on Autocratic leadership style paired with Process culture. This combination was creating a negative environment offering no growth. The employees were not motivated, and there was no creativity. Then AGC shifted to Democratic style paired with academy culture. This helped create a positive environment and growth for employees. When it comes to the change management plan of AGC, I used the Kotters eight-step model. The model suggests that a sense of insistence be created in both the management and employees. Secondly, a strong coalition was required. Thirdly, a vision that instigated change was created. Then further this vision was communicated to everyone. After doing all the above, any possible obstacles were removed. Short-term wins were created, a build on change was prompted. Lastly, the change was secured in the organizations culture ADDIN ZOTERO_ITEM CSL_CITATION citationIDa27qk83hqst,propertiesformattedCitation(Smetana, Rogers, Welfel, 2017),plainCitation(Smetana, Rogers, Welfel, 2017),citationItemsid165,urishttp//zotero.org/users/local/zTPHp9Do/items/GMXLQHJ3,urihttp//zotero.org/users/local/zTPHp9Do/items/GMXLQHJ3,itemDataid165,typearticle-journal,titleOrganizational Culture and Leaderships Impact on a Safety Program Change Model,container-titleTheory and Applications in the Knowledge Economy,page329,authorfamilySmetana,givenJudy B.,familyRogers,givenMeLisa,familyWelfel,givenSherrie,issueddate-parts2017,schemahttps//github.com/citation-style-language/schema/raw/master/csl-citation.json (Smetana, Rogers, Welfel, 2017).
The technique of diagnosis that I found fit was PRIMO-F model. This model covers all the aspects of an organization. This model helps with where the issues lie and come up with simple techniques that portray the strengths and weaknesses, which can be used to solve the problem. This PRIMO-F model can be used in conjunction with PEST analysis when a SWOT analysis of a company is being conducted ADDIN ZOTERO_ITEM CSL_CITATION citationIDap1tmobiqr,propertiesformattedCitation(Mainali, Mahapatra, Pardalis, 2018),plainCitation(Mainali, Mahapatra, Pardalis, 2018),citationItemsid166,urishttp//zotero.org/users/local/zTPHp9Do/items/6HEFBYNQ,urihttp//zotero.org/users/local/zTPHp9Do/items/6HEFBYNQ,itemDataid166,typepaper-conference,titleEvaluating market models for deep-energy renovation using SWOT and PEST Analysis,container-titleConference Program ADVANCED BUILDING SKINS 2018, Bern, Switzerland,authorfamilyMainali,givenBrijesh,familyMahapatra,givenKrushna,familyPardalis,givenGeorgios,issueddate-parts2018,schemahttps//github.com/citation-style-language/schema/raw/master/csl-citation.json (Mainali, Mahapatra, Pardalis, 2018). The PEST will help figure out the external issues faced by the company, while PRIMO-F will aid with the internal problems faced.
When it comes to the root cause of issues, there were quite a few. I believe that the lack of employee input and the leadership styles created an environment that reduced the extent a company could progress. Then there was no sense of cultural awareness. It was believed that everyone in the organization could use one standardized cultural setup. AGC was also not reskilling the employees, that was an issue on its own. Further, there was no foreign managerial training, and cross-cultural administrative training was absent. It was believed that one approach towards management worked for all the cultures. The HR functioning was also outdated at AGC old practices were being followed. There was also a possible loss of AGCs position as a Worldwide Front-runner ADDIN ZOTERO_ITEM CSL_CITATION citationIDa283l871cuq,propertiesformattedCitation(Adner, Ruiz-Aliseda, Zemsky, 2016),plainCitation(Adner, Ruiz-Aliseda, Zemsky, 2016),citationItemsid164,urishttp//zotero.org/users/local/zTPHp9Do/items/KBAIYJYA,urihttp//zotero.org/users/local/zTPHp9Do/items/KBAIYJYA,itemDataid164,typearticle-journal,titleSpecialist versus generalist positioning Demand heterogeneity, technology scalability and endogenous market segmentation,container-titleStrategy Science,page184-206,volume1,issue3,authorfamilyAdner,givenRon,familyRuiz-Aliseda,givenFrancisco,familyZemsky,givenPeter,issueddate-parts2016,schemahttps//github.com/citation-style-language/schema/raw/master/csl-citation.json (Adner, Ruiz-Aliseda, Zemsky, 2016). I will not blame AGC for all these issues, but at times a company itself has not gone through self-actualization. The company needed to understand what it could be and where it stood.
The action plans will be given around two years to be implemented they will be done step by step. The first step will be shifting to Democratic leadership style. The second step is the establishment of AGCs mission and goals, along with the development of AGCs code of conduct. The third step is the reskilling of HR. Fourthly, the implementation of Academy culture. The fifth step will be the establishment of Internship programs for the recruits. Based on the internship the new hires will be assigned positions. AGCs management team will consistently implement the new culture and management style. Lastly, meetings will be held every month to ensure that the change is taking place adequately and the workplace environment and productivity are improving.
When it comes to intervention, the first department that I intervened with was HR. I pushed in making HR an enactment function. The next intervention was the transformation of management into a diverse academy culture paired with democratic management. This will assist in the growth of the company. Next up, setting up new reward programs. This will improve AGCs technological progression, enhance their image and reduce costs. Then I will establish the cross-cultural management team. Nowadays, it is essential that a companys management and staff cover global cultures. Lastly, I will remove the glass ceiling effect. It is the 21st century, and women need to be given equal opportunities as men. Now comes the step to evaluate the effectiveness of the plan. How can we be sure that AGC is vigorously competing in the market and the plans being implemented are fruitful The tools used by HR to determine effectiveness include cost per hire, the ratio of human capital, the time took per hiring ADDIN ZOTERO_ITEM CSL_CITATION citationIDaakv9ohg9l,propertiesformattedCitationrtf (Pajuc0u261k, Kamiuc0u324ska, Kvilinskyi, 2016),plainCitation(Pajk, KamiDska, Kvilinskyi, 2016),citationItemsid168,urishttp//zotero.org/users/local/zTPHp9Do/items/SU3V7JBJ,urihttp//zotero.org/users/local/zTPHp9Do/items/SU3V7JBJ,itemDataid168,typearticle-journal,titleModern trends of financial sector development under the virtual regionalization conditions,container-titleFinancial and credit activity problems of theory and practice,page204-217,volume2,issue21,authorfamilyPajk,givenKazimierz,familyKamiDska,givenBoena,familyKvilinskyi,givenOleksii,issueddate-parts2016,schemahttps//github.com/citation-style-language/schema/raw/master/csl-citation.json (Pajk, KamiDska, Kvilinskyi, 2016). It indicated the period of recruitment till the substantial hiring. Further, opportunity cost, cost per trainee, supervisory rate. This indicates the amount of hirings a supervisor can manage. The efficiency in recruitment, improvement in employee retention through appraisals, the return on costs, implying innovation ADDIN ZOTERO_ITEM CSL_CITATION citationIDa1j9ojpe691,propertiesformattedCitation(Goujon et al., 2016),plainCitation(Goujon et al., 2016),citationItemsid167,urishttp//zotero.org/users/local/zTPHp9Do/items/H49CGEPD,urihttp//zotero.org/users/local/zTPHp9Do/items/H49CGEPD,itemDataid167,typearticle-journal,titleA harmonized dataset on global educational attainment between 1970 and 2060An analytical window into recent trends and future prospects in human capital development,container-titleJournal of Demographic Economics,page315-363,volume82,issue3,authorfamilyGoujon,givenAnne,familySamir,givenK. C.,familySperinger,givenMarkus,familyBarakat,givenBilal,familyPotancokov,givenMichaela,familyEder,givenJakob,familyStriessnig,givenErich,familyBauer,givenRamon,familyLutz,givenWolfgang,issueddate-parts2016,schemahttps//github.com/citation-style-language/schema/raw/master/csl-citation.json (Goujon et al., 2016). All these need to be kept in radar.
Conclusion
Every step taken will prove beneficiary for the company. Further, I have a few recommendations I think AGC should approach the Society of Human Resource Management ADDIN ZOTERO_ITEM CSL_CITATION citationIDa2bhbltt60a,propertiesformattedCitation(Hosie Pforr, 2016),plainCitation(Hosie Pforr, 2016),citationItemsid163,urishttp//zotero.org/users/local/zTPHp9Do/items/5833LAKI,urihttp//zotero.org/users/local/zTPHp9Do/items/5833LAKI,itemDataid163,typechapter,titleHuman resource development Proactive preparation to manage crises,container-titleCrisis Management in the Tourism Industry,publisherRoutledge,page93-108,authorfamilyHosie,givenPeter,familyPforr,givenChristof,issueddate-parts2016,schemahttps//github.com/citation-style-language/schema/raw/master/csl-citation.json (Hosie Pforr, 2016). Their program offers two certificated that can be of great value for the HR department. Other than that, the improvement in the communication and networking of the organization can be beneficial. Appraisals should be done on quarterly bases to help employees see where they stand. Lastly, ACG can work on its expansion. Joint ventures, licensing and various corporate alliances can prove to be beneficial for the company.
References
Hosie, P., Pforr, C. (2016). Human resource development Proactive preparation to manage crises. InCrisis Management in the Tourism Industry(pp. 93-108). Routledge.
Adner, R., Ruiz-Aliseda, F., Zemsky, P. (2016). Specialist versus generalist positioning Dek @
_
vJ. hXN6h hkhkjhkUhShkhShIjhIj5hIjh hIjhIjhsh.S h5 h5hEhhBj
P77gdigdXN6gdsgdIjgd.S gd agdDagdy
GUW)))0000X222277)77O7P77788E_HOH_HaHbHoHpHH hihiUhihihi6 hihihkEhi5hkEh5hhM7hM75hKhM7 hkhkjhkUhkhLdhLdHhLdhih hshXN66_pH)II6KMMMMMMMMMMMMPPPPAPBP hh hhhhdagdmand heterogeneity, technology scalability and endogenous market segmentation.Strategy Science,1(3), 184-206.
Smetana, J. B., Rogers, M., Welfel, S. (2017). Organizational Culture and Leaderships Impact on a Safety Program Change Model.Theory and Applications in the Knowledge Economy, 329.
Mainali, B., Mahapatra, K., Pardalis, G. (2018). Evaluating market models for deep-energy renovation using SWOT and PEST Analysis. InConference Program ADVANCED BUILDING SKINS 2018, Bern, Switzerland.
Goujon, A., Samir, K. C., Speringer, M., Barakat, B., Potancokov, M., Eder, J., ... Lutz, W. (2016). A harmonized dataset on global educational attainment between 1970 and 2060An analytical window into recent trends and future prospects in human capital development.Journal of Demographic Economics,82(3), 315-363.
Pajk, K., KamiDska, B., Kvilinskyi, O. (2016). Modern trends of financial sector development under the virtual regionalization conditions.Financial and credit activity problems of theory and practice,2(21), 204-217.
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