The contemporary model used by
The contemporary model of change that is followed by Hero Motor Corp is McKinsey 7 S model. This model was able to persist its ground when several other models came in and went out of the trends. The model was developed by the workers under the McKinsey and Company and got featured in 7 different steps in managing change.
The seven stages of the McKinsey model
Strategy- This is the first step of the change model of the McKinsey model. The model follows a step by step process to execute the process. The strategy is required to create a plan to get through the competition and reach the ultimate goal of the organization.
Structure- Structure is the main attribute of this model to follow the step by step procedures of the task; this relates to the ways the Hero Motor Corp is divided and the structure that it follows.
System- the way in which the day to day activities are followed in Hero Motor Corp is according to the system to get the specific task done and reach the goal.
Shared values- this refers to the primary or important values of the Hero Motor Corp organization, following which it runs its day to day tasks.
Style- Style refers to the ways in which the changes in the organization is brought about, or the leadership that is performed is known as the style of that organization.
Staff- the workforce of the Hero Motor Corp is referred to as the staff.
Skills- this refers to the competencies or the skills that usually the employees of the organization have.
Strengths of the model
The model helps in understanding the ways and structures that is followed by the Hero Motor Corp.
The model also brings light to the emotional and other elements of change that are what is necessary to bring in the ways to allow the employees to cope up with the transition change.
This model provides the directional factor to the Hero Motor Corp organization.
The model has considered all its parts to be equally important and has drawn attention to all its stages of function, and hence it does not seem to exclude any of the important points in these stages.
Weakness of the model
The elements that are used in the model of McKinsey are mainly interrelated and interdependent, and hence if anyone step of the model falls, then there are chances that the whole model could be a failure. This is one of the greatest disadvantages of the model.
The model is complicated when comprised of another model of the contemporary change.
Most of the organization who has tried this model, in the majority of the cases landed in failure.
The contemporary theoretical model that is used by BWM is the ADKAR model
The ADKAR framework is a model of change that focuses mainly on the goal that makes the different team of the management to focus on the steps or that tasks that are directly related with the desired goal of the BMW organization. The model helps in deriving both the goal and the results in a collective sequence manner. In other words, it can mean that the application of the model helps an individual to get rid of those outcomes in an orderly fashion, thus making the changes last long and sustain. The model is preferably used by the managers of the BMW team to find out the areas of different gaps in the method of change management in order to provide an efficient and effective program to the employees. The following are the various aspects for which the model can be used.
In order to offer help to the employees so that they are also able to accept the change and go through the process of transition at the time when changes are taking place in the BMW organization.
In order to evaluate the resistance that is shown by the employees against change.
In order to come up with a plan which is not only successful but also efficient in the management so that it can improve the condition of the employees at the time of organizational changes?
The five letters of the ADKAR model stands for
Awareness- which is an important component to bring about changes
Desire-to welcomes the change and is a part of the change.
Knowledge- knowing how to bring about the changes
Ability- to have the change on a regular basis
Reinforcement- to keep the implementation process going at the later stages as well.
Strengths
The model helps the BMW organization to know why the changes applied are not working or why the desired results are not obtained.
This model also enables to break down the changes in small parts so that one can identify the place where the change is not that effective
This model also offers the business dimension as well as people dimension of change.
The potential effect of the change on different levels of HRM can be many. In the fast-changing workplace, where having a competitive advantage is the meaning of success, knowing the potential effects that employees face because of the changing environment of the organization is utmost necessary. In the article name as “the international journal of Human Resource Management, the writers David Morgan and Rachid Zeffane has referred change as one of the key components in the organizational success and human resource practices. There are various models in the system of organizations like Hero Motor Corps that focuses on the potential effect of the change on the organization and also its employees.
Further, the research study also shows the potential effects of strategic changes on the different levels of employees in the organization. Moreover, the paper has also evaluated the several different types of organizational change like the work role, organizational or technological and the kind of involvement of the employees, and its effects on the employees of the organization. The research study showed the effects vary on the type of change and involved employees.
HRM strategy aligns with Organizational strategy
In the article, organizational effectiveness in relation to Strategic HRM writer Bindu Sharma has argued about the alignment of the two. As in today’s organizational environment, there is a constant need for evaluation of the internal and external atmosphere for opportunities and challenges to be competitive and sustain in the dynamic changing market. Political, social, environmental, economic as well as psychological changes even cause the organization to get influenced. There are various factors in the organization that are driving the changes which include the technological, workforce demography changes, globalization etc.
Each organization be it Hero Motor Corp or BMW, has their own unique style of strategies and management process. Its primary ability is inconsistent application of methods that are mainly aimed at effectiveness and efficiency of the strategic process. Strategic human resource management thus can be said as the mixture of business strategy with HR strategies.
The world strategy mainly refers to the identification of the long term goals and missions of the organization, and the proper allocation of the resources available to the organization is important in order to reach the desired goals.
Strategic Human Resource Management = Business strategies + human resource strategies.
Strategic Human Resource Management mainly focuses on the various strategies that are emphasized on the requirement and behaviour role of the employees. Mainly an Organization such as BMW business strategies has stages for selection, designing and implementation in the management system of the people along with other factors related to work. Though the connection between the strategic context and HRM goes through various role requirement of a certain targeted task.
An HR system can be designed to maximize the chances of the appropriate people accepting the perfect job role, thus helping in meeting the goals of the business to their level best. HR professionals usually talk generally and conceptually on employee morale, employee commitment and turnovers or the outcomes of the efforts of the employees but because of this HR is most of the times viewed as an administrative process and not as a valued partner.
The paper also explains the different strategic role and practices of the HR and also elaborates the outcomes from the roles performed and the practices maintained. It has also drawn light towards reasons for critical efforts for measuring the HRM. The model has been proven to be beneficial at many organizations especially automobile organizations thus proving that HRM creates values, apply the knowledge accumulated to increase the investment in particular HR strategies and eradication of the investments that are not effective and is utilized in the strategic organizational, planning and in allocating the budget.
The academic concept of bundles of HR policies and practices
In the article “HR bundles, job performance and motivation to contribute work” the research work investigated on the development, utilization, maintenance and practices of the job performance and motivation to carry on with the works of the workers in the age range of 41 years or older. Moreover, the moderating effect of job type on the link among HR bundles and the performance of the job was examined. The research survey was done by gathering questionnaire data with these organizations, namely Hero Motor Corp and BMW and also by means of snowball sampling. The consequent findings showed that the bundle development and the job performance both are aligned with the motivation of the job to carry on with the work. Moreover, the moderating effects of the increased cognitive demands of the job types in the relation between the accommodative practices and job performance related to HR were found important but were mainly negatively related. Apart from that, health has proved to be another crucial factor in the job performance mainly for the older group of people. Researches can be made in the future on the same research topic to encourage and manage the employees in the said research areas.
The three best HR practices to show support to the managers, employees and to develop the individual team and organizational performances are as follows.
Many HR practices have been beneficial to lead and improve the performance of an organization, three of them are as follows-
Fair and performance-based compensation
This comes under the best HR practices to show support to the employees and managers in an organization such as Hero Motors or BMW organizations. It covers all the areas related to compensation and advantages.
Firstly if the appropriate candidates are selected for the business, they must be compensated above the average individuals. These are mainly the individuals that would include the most values in the company for retaining them by paying them properly. These criteria shop how one step of the HRM practice depends on the other, indicating that proper selection of the candidates is also required to retain them and pay them the fair salary. This criterion covers the steps of selecting, hiring, employment security and contingent compensation.
Training and relevant skills
The companies like Hero Motors and BMW should invest heavily in the training program for the employees with the stipulated time and budget. Thus after the recruitment of the best candidates, it should be made sure that they are being updated in their skills with the changing working culture of an organization hence the training section should be included in the HRM practices in every organization. In today’s work environment, it has become a requirement with the rate in which the technology is developing.
Creating a flat but egalitarian organization
The most desired practices of the HR department is from the egalitarian practices of Japanese Management. It has been seen how some employees be more critical to an organization than that of others, so this should not be the case in an organization if they want to reach success. In any organization, all the employees should be treated equally considering each of them as equally valuable. In Japanese organizations, this concept is well facilitated by maintaining a common canteen for all, having uniforms, same kinds of sickness or holiday entertainment for all.