Group Members:-

• Sarabjeet Kaur
• Gurleen Kaur
• Shabnam Rani
• Himani
• Sukhjeet Singh
 Case Summary

Jennifer, the company's owner, wishes you to handle human resources for her ten-person firm. The
growing economy anticipates a 10% increase in revenue over the next three years. The staff is varied,
with five long-serving employees retiring. Jennifer discusses cost-cutting measures such as enabling
telecommuting or becoming completely virtual. Concerns have been made concerning productivity and
health-care expenditures. Your objective is to do a study and provide recommendations for a
forthcoming conference on planning for succession, telecommuting policy, and prospective changes in
perks and employment structures.
 Facts of the case

Economic Outlook:
1. The economy is improving, with a 10% increase in overall revenue
predicted over the next three years.
2. Some quarters might have up to 30% increase.

Workforce Dynamics:
1. Five out of every ten employees will retire during the next three years.
2. Employees who have been with the company for a long time might offer a
distinct historical viewpoint.

Operational change:
1. Jennifer is thinking about enabling working (1-2 days per week).
2. Considers shutting the physical office and converting to a virtual
organization.

Healthcare prices:
1. People are concerned about growing healthcare prices.
2. Considers reducing benefits and shifting to contract-based work.
Changes in Business
As the business landscape evolves, organizations must adapt to remain competitive.
Changes in the business environment can impact HRM in various ways.
• Organizational restructuring may lead to changes in job roles, responsibilities, and
reporting structures. HR must ensure that these changes are communicated effectively to
employees and that they are supported through the transition.
• Mergers and acquisitions can result in the integration of new employees and cultures
into the organization. HR must facilitate the onboarding process and ensure that the new
employees are integrated successfully into the organization's culture and values.
• Changes in technology can lead to the automation of certain processes and the need for
new skill sets. HR must identify the skills required for the new technology and provide
training and development opportunities for employees to acquire these skills.
Impact on HRM
• Revenue Growth:
As the business grows, there will be a need to
hire more people. The HR department should
evaluate the current employees, find out
what skills are lacking, and actively
participate in the hiring process to bring in
new staff. Finding the right people for the job
can be difficult in a competitive market. The
HR department needs to come up with
effective strategies to attract talented
individuals. This includes building a strong
employer brand and offering competitive
compensation packages to ensure they get
the best candidates.
Retirements:

Losing experienced employees to retirement can create a significant

knowledge gap in the organization. To address this, HRM needs to identify the
critical skills and knowledge possessed by retiring employees and develop
strategies to transfer this knowledge to existing or new staff. In addition, HRM
should actively engage in succession planning to ensure a smooth transition.
This includes identifying potential successors, providing them with the
necessary training and development, and implementing a phased handover of
responsibilities.
Considerations for HR
• Organizational Culture :-
Losing experienced employees to retirement
can create a significant knowledge gap in the
organization. To address this, HRM needs to
identify the critical skills and knowledge
possessed by retiring employees and develop
strategies to transfer this knowledge to
existing or new staff. In addition, HRM should
actively engage in succession planning to
ensure a smooth transition. This includes
identifying potential successors, providing
them with the necessary training and
development, and implementing a phased
handover of responsibilities.
Employee Engagement

• Changes can be stressful for employees and

can lead to disengagement and turnover if not
appropriately handled. HR should work with
company leadership to develop strategies for
engaging employees throughout the change
process, such as involving them in decision-
making or providing opportunities for training
and development.
 Mitigating Risks
• Resistance to Change
One of the biggest challenges during business changes is resistance
to change. This can come from employees, managers, or even
stakeholders. To mitigate this challenge, it is important to
communicate the reasons for the changes and how they will benefit
the company and its employees. It is also important to involve
employees in the planning and implementation process and provide
training and support to help them adapt to the changes.
 Lack of Resources

• Another potential challenge is a lack of resources, such as time,

funding, or expertise. To mitigate this challenge, it is important to
conduct a thorough analysis of the resources needed for the
changes and ensure that they are available before starting the
process. This may involve reallocating resources from other areas of
the company or seeking external support from consultants or
contractors.
 Initial Planning Steps
Assess the Situation
Before making any changes, it is
important to assess the current
situation. This includes evaluating the
company's goals, resources, and
potential obstacles. It is also
important to consider how the
changes will impact employees and
the HR department.
Communicate with Employees
Effective communication with
employees is crucial during any
period of change. HR should
communicate the changes to
employees clearly and timely,
addressing any concerns or
questions. This can help to reduce
uncertainty and increase buy-in
from employees.
Implementation Strategies

Finally, HR professionals must

develop and implement
strategies to ensure that the
necessary changes are carried
out effectively. This may include
developing training programs,
providing ongoing support to
employees, and monitoring the
effectiveness of the changes
over time.
 My Role in Implementing Changes
Understanding the Changes
As an HR professional, it is essential to
understand the changes being
implemented and how they will impact
the company. This will help me to
develop effective strategies for
managing the transition and ensuring
that employees are informed and
prepared.
Communication
As an HR representative, it is important
to communicate changes to employees
in a clear and timely manner. This
includes explaining the reasons behind
the changes, how they will impact
employees, and what steps are being
taken to support employees through
the transition.
Jennifer's Role in Implementing Changes
Jennifer will be a key player in implementing these changes, as
she is the HR manager for the company. Her role will involve
communicating the changes to the rest of the HR team and
ensuring that they are properly trained on any new processes
or procedures. Additionally, Jennifer will need to work closely
with other departments to ensure that the changes are being
implemented smoothly and effectively across the entire
organization.
Communication Strategies

• Plan and Prepare • Be Transparent

Create a detailed plan for Provide clear and honest
communication strategies, including communication to employees,
timelines, target audiences, and including the reasons for the changes
messaging. and how they will be affected.
 Identify Training Needs
Training and Before implementing any
Development changes, it is important to
identify the training needs of
employees. This can be done
through surveys, interviews, or
focus groups. By understanding
the current skill levels and
knowledge gaps of employees,
a tailored training plan can be
developed.
Create a Training Plan
Once training needs have
been identified, a plan
should be created to address
them. The plan should
include the objectives of the
training, the methods that
will be used, the resources
required, and the timeline
for implementation. It is
important to ensure that the
training plan aligns with the
overall goals of the company
and the HR strategy.
Conclusion :-
In conclusion, navigating business changes and HRM requires ongoing planning and
adaptation. Organizations need to stay up-to-date with industry trends and regulations, as
well as to continuously assess and adjust their HR strategies to meet the evolving needs of
their employees and organizations. Organizations can create a positive and productive
work environment that fosters growth and success by prioritizing employee engagement,
development, and well-being.
 Questions
1. How do you feel about the company growing by 10% in the next three years?

a) Excited!

b) Concerned

c) Indifferent

d) Unsure

2. Any ideas on keeping the knowledge of our retiring employees?

a) Document their experiences

b) Throw farewell parties

c) Ignore it

d) Hire new employees

 3. What do you think about letting people work from home sometimes?

a) Great idea!
b) Concerned about productivity
c) Indifferent
d) Not a good idea

4. How important are work benefits, especially with higher healthcare costs?

a) Not important
b) Somewhat important
c) Very important
d) Unsure

5. Any ideas on how to keep things positive if there are big changes?

a) Have regular updates

b) Ignore the changes
c) Restructure the company
d) Replace all employees
 References:-

• Sivaraman, S., Saikia, S., & Rana, T. (2019). Role of HR in change

Management. ResearchGate. https://www.researchgate.net/publication/
351914277_Role_of_HR_in_Change_Management
• Ma, G., & Yong, A. I. I. (n.d.). Embedding Chinese Atypical Workers in the
Indigenous ‘Unequal Pay for Equal Work’: Introduction and Implications.
The International Journal of Business and
Management. https://doi.org/10.24940/theijbm/2019/v7/i5/bm1905-005
Thank you!