Discussion Topic 1: 7-step Plan

Change is essential in an organization. For instance, my organization would like to implement major IT system changes, and this would affect employees since they would have to learn new ways of operating the system. However, with Ryan’s seven-step plan, the organization might have a successful implementation of the IT system. First, the management of the organization will have to show their support for the change. The management will have to demonstrate that support when they interact with employees (Cummings & Worley, 2014). Second, we will have to create a case for change. We shall use data from the employee satisfaction survey and business goal to identify areas that need change. Third, we shall involve employees through frequent communication to ensure that everyone is on the same page. Fourth, we shall officially communicate about the IT system changes to minimize employee resistance.

Fifth, regarding the implementation step of the IT system, the management will communicate and provide an effective timeline for training and introduction of new equipment. Sixth, we shall follow up the changes and assess how employees are coping with it and whether the changes deliver the desired results. Seventh, we shall put a smile and celebrate the implementation of the major IT system changes. A celebration will help build momentum for bigger changes.

Discussion Topic 2: Organizational Culture

The specific HR-business strategy is the cost reduction. Cost reduction strategy is critical in an organization because it helps reduce operational costs while increasing the level of productivity. Moreover, the strategy helps increase the operation efficiency of the organization (Kearns, 2010). The organizational structure that will reinforce this HR-business strategy is the academy culture. With the academy culture, employees are highly skilled and have the tendency of staying in the organization for a long time while rising through the ranks (McNamara, 2000). Moreover, with this type of culture, the organization ensures that employees have a stable environment that they can develop and exercise their skills. Academy culture will reinforce the organization’s cost reduction strategy because with the existence of highly skilled employees; the organization will spend less money training and recruiting new employees.

In addition, the organization will eliminate unnecessary programs to reduce administrative expenses. Lastly, the academy culture allows operational cost reduction through human resource optimization. By identifying opportunities in an organization to use technology, expertise and use the right level of the workforce in the right position, the organization can reduce the cost involved in human resource functions (Kearns, 2010). The HR practice that will fit this culture includes recognition, rewards, and incentives. Employees with high skills will continue to work for the organization if the management recognizes their work and reward their efforts. Recognizing employee talent increases their satisfaction.

References

Cummings, T. G., & Worley, C. G. (2014). Organization development and change. Cengage learning.

Kearns, P. (2010). HR strategy: Creating business strategy with human capital. Routledge.

McNamara, C. (2000). Organizational Culture and Changing Culture. Retrieved from http://managementhelp.org/organizations/culture.htm

 
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