Managing under Uncertainty Essay Example | Topics and Well Written Essays - 2000 words

Managing under Uncertainty - Essay ExampleThe aim of this melodic theme is to explore the formulation and implementation of a strategic approach to Human Resource Management (HRM), curiously in times of uncertainty. HRM represents a principal element of an organizations modernization agenda and is unfavourable to the organizations performance and productivity. The nerve offers a unique and un grammatical constructiond situation in which the bleak CEO is expected to make a decision under uncertainty. The core problem in the case details low motivation among staff, high staff turnover, and increasing complaints regarding the delivery of the organizations serve and the urge to restore confidence in the system. The organization should invest in its employees and pursue the strengthening of their capabilities to deliver. The proposed gracious resource system must evolve to collect, develop, and deliver the expected competencies, notwithstanding the fact that the capability of the living system to accomplish this is doubtful. The new CEO should in addition embark on creating a job spirit that allows flexibility of spraining and accommodates team-working and information provision. The cross cutting issue should be to guaranteeing an effective module, which is accommodative to the salmagundi process. The underlying aim of the human resource system is to oversee human resources concurrentwith the set organisational goals. Introduction The critical task facing Tim (the new CEO) centres on implementing a fresh organizational structure and human resource system that matches the organization stature. On top of the low pay to its staff, the club also experiences lack of a concise organizational structure. This is manifested by confusion stemming from directors who overstep their mandate and give work instructions that contradict those given by the immediate supervisors or managers. Moreover, there is substantial factional tension mingled with staff at various o perational departments coupled with reported incidences of bullying and discrimination. The organization faces critical problems manifested by low staff morale and motivation, which impact on behaviour, efficiency, effectiveness, and role performance of most staff. The situation inwardly the organization demands an overhaul of the human resource system pertaining to position descriptions, job specifications, systems and procedures guides, as well as human resource policies and operational policies, all of which are absent. Tims proposed solution lies in engaging the employees in the creation, development, and implementation of an all encompassing set of position descriptions, job specifications, system and procedure guides, and human resource policies and operational policies. The CEO believes that staff involvement in all of the processes will aid them to take self-will of their positions and subsequently the resultant operational policies. The inclusive programs are designed to aid the staff in lineage enhanced sense of reward from their future employment with the club. In addition, the adoption of competency based succession planning grounded in position descriptions, job specifications and systems and procedures guides avail staff with a tangible incentive to bewilder to the new documentation and process as a mechanism designed to enhance their wages via indispensable promotions. Executives arefrequentlyrequired to implement decisions so as to solve challenges or problems. Decision