Discuss about the Managing Human Resources for Wollongong Yard.
The management of the organisation has a predominant role to play in leading the people in the appropriate ways so that the goals of the organisation will be achieved. The employees and the management require working together of the accomplishment of the strategies of the organisation. In the case study organisation, this has been found that the manager was very adamant and had no rapport with the employees of the yard which resulted in huge losses. The owner of the yard sold it to a new company. The reputation of the Wollongong yard ruined immediately. But with the arrival of the new manager and the new management, the HRM policy was changed. The new manager managed to inspire people in the reverse situations. This report studies hope the Human Resource management plays a vital role in managing people in the changing environment (Glisson & Lawrence, 2011).
Wollongong yard of Top Trucking Company was popular for its quality performance. The high performing yard was duly supported by the truck union and its delegate, George. The company faced a difficult situation due to the adamant attitude of the manager of the yard. The incompetence of the manager did not bring good results to the company. The management wanted to sell the yard although the market position of it was high. A big national transport group procured the yard and stationed a new manager to manage the yard. The HRM process of the company started changing immediately although the employees and the workplace remain same. The HRM formulated strategies to establish a new culture and the new manager was given the responsibility to manage the situation (summary.com, 2017). The new manager had to motivate the employees to work for the achievement of the objectives of the organisation. At the other hand, the manager has to work with George who is the representatives of the union and the employees of the organisation respects George very much. Thus the new manager has to face many challenges in establishing a new culture.
For every modern organisation, the importance of HRM is more. The Human Resource Management employees appropriate people in the appropriate position and manage the human resources. The Human Resource Management of the new company made a new initiative to manage the change situation. The management appointed a new manager to deal the change. The shifting of the ownership from the old management to the new management was a challenge. The changeover has been very crucial for the management (Barrett, 2010). The truck drivers of the company did not accept the new manager and all the initiatives taken by him to improve the culture of the organisation (Vogel & Davidson, 2015).
But the management came up with a new strategy focused on fulfilling the requirements of the employees along with the development of work culture. The management imparted facilities for the wellbeing of the employees and cleared the yard. The new manager talked to the drivers and took advantages of their experiences. He also installed a computer for the management of the warehouse. The drivers were sent to the training and lots of the skill development activities were initiated. This brought changes in the culture of the organisation. The drivers started feeling that the new initiatives by the new manager favour them. The delegate of the union also felt that the HRM initiatives are in the favour of the employees and for the improvement of the company. The new company also procured new trucks and worked for the development of the infrastructure. The drivers who in the beginning denied the new initiatives later accepted the facts. They went on strike and they were also accepted by George. But later the drivers and Gorge worked with the new managers to bring development in the company.
The Study of the new Initiations of the HRM Policy of the Company with Reference to Harvard Model
Harvard model focuses on the importance of the managers in bringing success to the company. The responsibility of the line manager is to coordinate with the employees and establish good work culture so that the management and the employees will not find difficulty to work as per their job description (Frederic, 2014). The responsibility of the manager is to examine the link between the expectations of the employees with that of the expectation of the company. The manager should make it clear that the collective efforts of the leaders and the followers of the organisation can only bring success to the company. Thus the manager makes efforts to recruit good people in the workplace. The manager is delegated to see the works are done properly. The retention policy of the company should be good and the employees should be encouraged with rewards and recognition (Zhu, 2008). The HRM focuses on making the working place good so that people will get motivated to work better. In the case study organisation, the new management followed the Harvard model and appointed a new manager who took all the responsibilities to manage the workplace in a better way. The entire strategy was changed and the new manager worked for the development of the drivers. Thus the Harvard model was very successful for the company (Kumar, 2009).
The new company was an established company. It has an established organisational culture. The takeover of the yard of Top Trucking was a challenge for the company. The manager was very successful in bringing changes in the yard. In the very beginning, he wanted to talk to the drivers and wanted to know their personal aspirations. He talked to them and found that most of them are not motivated. He took initiatives to clean the yard and brought healthy working condition (analytitech.com, 2017). The installation of the computer for the management of the warehouse also helped in the process of the work. The employees were given opportunities for the skills development and they were communicated all the information related to the business. This helped the drivers own the company. The new trucks and the uniform to the drivers encouraged the drivers to work hard (Eigbe, 2009).
Change is a natural process. The changes can occur at any place and at any time. Top Trucking Company met a change after the yard was taken by another business owner. The new policies and rules of the HRM brought changes through the new manager. The cleanliness of the yard, installation of the new computer, bringing development in the health and safety of the workers, motivating the employees to work and motivating the drivers to work for the organisations are the changes found in the company after new HRM policies were introduced (Fred & Jonathan, 2009). The drivers those who went on strike considering the new initiatives are meaningless started realizing that the change was inevitable (highbeam.com, 2014). The manager wanted to resolve all the issues through appropriate negotiations. George also felt that the changes are required for the development of the yard.
The new manager became successful in bringing changes in the yard. He was very inspirational and talked to the drivers in order to involve them in the process of getting successful outcomes. He involved the drivers in the process of the decision making. The new manager did not neglect the role of George. He exploited the rich experience of George. The new manager felt it important to communicate the important messages to the drivers. Thus with the help of George, he brought huge success.
George was instrumental in the previous pattern of the management of the company. The drivers and union accepted and respected him. After the new management, George got similar importance. He got a similar position in the new management. He offered his rich experience and worked with the new manager (Earl, 2010). Thus the importance of both was found in the new management.
The drivers of the yard come under the blue collar employees of the organisation. These people come under the non-executive groups. They are not related to the activities of the top management of the company (connection.ebscohost.com, 2017). The union of the blue collar employees plays an important role in guiding and leading these people. The blue collar employees obey the union direction as they do not concern with the policies and regulations.
The employees of the public sector and their union are different from the blue-collar union. The workers of these groups are qualified and they have adequate knowledge about the development of the company (Glisson & Lawrence, 2011). They simply do not follow the instruction of the union. The blue collar employees cooperate more in the process of change in comparison to the white collar employees.
The change is very important for every company. The change initiative should be communicated to the employees before the change takes place. The change should be accepted by the employees before it comes into force. Thus it is very important for the HRM to study the need for the change and procedure of the change before it is implemented.
Conclusion
The new manager has been successful in bringing changes to the company. Thus the change initiatives should be properly assessed by the management. The management and the HRM policies should be framed as per the need of the organisation. The company will get a competitive advantage when the proper policy will be framed. In the case study organisation, this has been found that the change became successful for the appropriate HRM policy of the company.
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