Introduction
While the contribution of varied organization departments for all round success of a conventional organization cannot the debated, it is also true that human resource department plays a critical role in managing the functions of the departments and employee management (Gatewood, Feild, & Barrick, 2015). The major concerns of the department of human resource in an organization are attraction, development and attraction of superior quality of workforce, which is the executor of organizational internal and external duties. There are a number of approaches that the human resource department of a company may use for the accomplishment of endeavors of companies. These mainly have a focus on assisting employees for identification of their weaknesses and strengths, correction of the shortcomings and effective contribution to organization (Gatewood, Feild, & Barrick, 2015).
The major aim of the paper is the discussion of triple responsibilities of human resource management, which are major and comprise of employee attraction, development and maintenance, considering the case of Rancho Solano Preparatory School. The aim of the paper will be highlighting the acute subsystems which are to be altered for better performance at RSPS.
Additionally, there will also be discussion on the effects of ways of change implementation on the dual subsystems. The way in which implementation of change makes stakeholders satisfied, is also a matter of discussion. Finally, the suggestion of the paper will be the ways in which RSPS should indulge in attraction, development and maintenance of the workforce for change management.
What one major organizational subsystem needs to be changed in RSPS?
There are three main subsystems of the organization that are related to recruitment, development and maintenance of workforce. They are termed as performance recruiting, performance appraisal and employee retaining and turnover (Gatewood, Feild, & Barrick, 2015). If we analyze these aspects in case of Rancho Solano Preparatory School, the major change requiring subsystem is managing the turnover and retention of employees. The main concern of the subsystem is applying efforts for ensuring that hired employees of the organization do not have voluntary and involuntary turnovers. It has been discussed once and again in many studies that employee turnover is a major issue faced by departments of human resource management in the current times. In this matter, RSPS is no exception (Creno, 2014).
The case provides a crucial learning that competent employees are hard to retain. There are many competent staffs and teachers at Rancho Solano Preparatory School, who stay for only limited time. There are clear evidences that despite the huge name of the School, there is only little that the human resource department does for assuring that motivation of the employees is intact. Without any argument, the root cause is the wrong approach of the organization towards hiring. Rather than having a focus on acquisition of additional talent, the focus of the Rancho Solano Preparatory School is on the process of recruitment which means that problems will arrive soon. Apart from this, there is micromanagement of work environment of Rancho Solano Preparatory School, meaning that the manager is involved in close observation and control of each work aspect that has been assigned to the teaching and administrative faculty (Creno, 2014). The output is unfavorable implication whereby the feelings felt by the staff are demeaning, belittling, disrespecting and over controlling.
There would undoubtedly be varied benefits of change implementation on subsystems of the organization to promote retention of the employees and reduce turnover. This means that Rancho Solano Preparatory School would reach new levels as the one attained by a top Arizona School, Northwest Christian School. With an efficient human resources department that practices effective human resource phenomenon, the school retains competent employees and helps them keep dedicated and motivated (Morgan, 2013). These employees create direct benefits to the organizational success through their undeviating contribution.
How will the subsystem change affect the two other subsystems within RSPS that you have identified and how will you realign the total system?
The implementation of alteration in the retention and turnover of employees for Rancho Solano Preparatory School would have direct effects on the subsystems of the organization like performance appraisal and performance recruitment.
The start can be from performance recruitment. Given the definition, recruitment can be defined as the total process using which competent employees can be engaged in attraction, selection and appointment in a suitable organizational position. The process of recruitment comprises of analysis of the job requirements, attraction of employees for the job, screening process and selection of applicants, hiring process, and the integration of added staffs in the new environment of the organization (Gatewood, Feild, & Barrick, 2015). Since turnover reduction is the final objective of the Rancho Solano Preparatory School, the start of the change should be from the stage of recruitment by planning human resource properly. Despite the fact that the major part of recruitment is the identification of the most suitable candidates into an organization, the same can also be utilized in fulfilling the strategic objective of turnover reduction. In this process, the affect is also by the implementation of change in the systems of retention of employees and subsystem of turnover. For example, the management of human resource at Rancho Solano Preparatory School would require recruitment of sources for delivery of workers that have a greater rate of retention compared to others. Thus, it would not be right if we analyze varied sources of recruitment for the purpose of retention. Further, the subsystem of recruitment would have forces for higher use of practical job reviews in the recruitment process. The company would then have highly motivated, achievement-driven individuals to fit organizational roles, who want the opportunity to embark on a long-term success. All the mentioned positions that require the individuals to develop certain skills for various types of organizational duties based on the ability of team work and leadership will be fulfilled.
The second aspect is the subsystem of performance appraisal. In real work field, performance appraisal is the systematic process of evaluation of employee performance for understanding their abilities and for assisting them in growth and development (Gatewood, Feild, & Barrick, 2015). The management of human resources indulges in analysis of factors responsible for performance of work of employees. There is also measurement and comparison of employee pays along with plans and targets so that higher performance can be guided. In the lieu of turnover reduction, there should be strictness in the performance appraisal practices including aspects such as motivation, communication, development of employee, promotion and employee compensation (Morgan, 2013). Conduction of these activities in the employee pleasing way would help retain them for longer.
Identify and explain how you would ensure that the proposed change will satisfy any three stakeholders of RSPS?
It is obvious that the implementation of suggested changes is difficult to perform in a manner that all the stakeholders would be pleased. These stakeholders include management of the school, parents, teachers and the remaining staffs of the department. The most suitable method of change implementation would be using training and development activities. To put it in broadest light, the development and training initiatives are connected with energies put forward by the individuals and groups for the improvement of inter and intra organizational dynamics (Morgan, 2013). The School in the case which is the Rancho Solano Preparatory School can successfully achieve this objective by the use of activities like employee skill sharpening, efforts for changing the worker attitude and conception, employee motivation for learning highly regarding processes of a job (Berman, Bowman, West, & Van Wart, 2015). While doing this, it should be ensured that the comfort level of all the stakeholders like the employees, staffs, parents and management for the school is intact.
How should RSPS attract, develop, and maintain the workforce required to bring about your proposed change?
The adoption of relations of labor-management would be advisable to the Rancho Solano Preparatory School for succeeding in the attempts of attracting, developing and keeping the desired workplace for change management. The concern of the School should be in development of mutual trust with the involved teachers and other staff members. The implementation of this would further strengthen confidence and consideration in employees, which means that inter as well as intra relations of good work are promoted (Berman, Bowman, West, & Van Wart, 2015).
The other favorable output would be that there would be improvement displayed in the employee quality of life as the Company prospers and employee benefits increase. In the long run, the management and employees at the Rancho Solano Preparatory School would be sharing the same success goals as one of the most typical organizational values.
Conclusion
The main topic of discussion of the paper was the management of change in practices of human resources management for one of the schools called the Rancho Solano Preparatory School. The paper primarily identified the basic human resource problems at the school which were alarming turnover of employees, resulting due to poor retention of employees. The reason for the same has been identified as the focus of the Rancho Solano Preparatory School on the process of recruitment rather than acquisition of talent. Apart from this, the relation of labor management is quite poor and the management style taken is not appropriate as per the organization structure. The suggestion of the paper is to indulge in change initiation and management of the retention of employees and turnover management. The implementation of suggested changes in the field of retention and turnover would automatically trigger favorable changes in the other subsystems of the organization called the performance appraisal and employee recruitment. The organization as a whole would be compelled to make the practices strict so that there is an impact on the changes that has been desired in the most right way possible. For the process of attraction, development and maintenance of the essential workforce, the Rancho Solano Preparatory School should make use of proven combination of planning, development and training of the human resource available and should work in building stronger labor-management relations.
References
Berman, E. M., Bowman, J. S., West, J. P., & Van Wart, M. R. (2015). Human resource management in public service: Paradoxes, processes, and problems. Thousand Oaks, CA: Sage Publications.
Creno, C. (2014, May 2). Rancho Solano closing Gilbert, Peoria campuses. AZ Central. Retrieved June 2, 2016 from http://www.azcentral.com/story/news/local/gilbert/2014/05/02/rancho-solano-close-gilbert-peoria-schools/8611833/
Gatewood, R., Feild, H., & Barrick, M. (2015). Human resource selection. Scarborough, ON: Nelson Education.
Morgan, G. (2013). Riding the waves of change. Etobicoke, ON: Imaginization Inc.
