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

Managing under Uncertainty - Essay Example The aim of this paper is to explore the formulation and implementation of a strategic approach to Human Resource Management (HRM), especially in times of uncertainty. HRM represents a principal element of an organization’s modernization agenda and is critical to the organization’s performance and productivity. The case offers a unique and unstructured situation in which the new 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 organization’s services 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 human resource system must evolve to collect, develop, and deliver the expected competencies, notwithstanding the fact that the capability of the existing system to accomplish this is doubtful. The new CEO should also embark on creating a job design that allows flexibility of working and accommodates team-working and information provision. The cross cutting issue should be to guaranteeing an effective module, which is accommodative to the change process. The underlying aim of the human resource system is to oversee human resources concurrent  with the set organizational 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 between staff at various operational departments coupled with reported incidences of bullying and di scrimination. 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 within 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. Tim’s 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 ownership of their positions and subsequently the resultant operational policies. The inclusive programs are designed to aid the staff in deriving enhanced sense of reward from their future e mployment 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 adhere to the new documentation and process as a mechanism designed to enhance their wages via internal promotions. Executives are  frequently  required to implement decisions so as to solve challenges or problems. Decision