Introduction
The topic of change management has solicited a tremendous amount of interest among managers and management scholars in recent times. This has led to an explosion of literature and research on the topic.
Through change management, organizations are able to guide their employees in embracing changes that are both in the organization and in the organization’s external environment. It begins with the analysis of the existing state of the organization with the aim of determining the exact reason to effect change and the potential of the organization in effecting the change process.
The need to understand change management is driven by the rapid changes in the working world due to new technologies and the subsequent realignment of the working environment. These have altered the traditional way in which organizations conduct their businesses and the relationships between the employees and their employers.
The recruitment in an organization’s human resource goes beyond satisfying the company’s grand strategies and dishing out new job titles. Managers have always struggled with the question of how preferred organizational changes can be driven and effected by the human resource department in order to achieve the maximum intended effect. In this case, the human resource department will be in a position to come up with solid change proposals that the strategic managers can adopt
Objectives
This project’s aim is to explain how the recruitment in the HR function always drives change in organizations. This is in relation to the corporate truism ‘change or perish’ and demystify the notion that human resource changes are meant to cause disruptions in the organizational structure.
It seeks to identify the best way to adopt change management, as past research has shown that not all corporate changes are successful. Organizations are known to start change management programs which often do not mature hence the failure to achieve the intended goals through organizational change.
In as much as this project is limited to the human resource function in change management, it takes a strategic management approach to the whole process and seeks to show the process of effecting real change, which will be reflected in the organization’s profit margins, human resource should not be considered a purely administrative function, but rather a strategic partner in the organization.
This study will specifically concentrate on how the recruitment in the human resource department drives change in organizations and its effect on the existing human capital. It will identify the direct financial implications of these changes that are due to recruitment and also identify the human resource and strategic management models that are credited for the best successes in organizational change. The study will take approximately three months and it will be limited to the Dubai investment company.
Relevant literature
Tom Baum gives insight into the human resource management practices in the hospitality, tourism or leisure industries which are currently big business in Dubai (Baum 48). Baum (64) also gives an insight on the hospitality sectors that the Dubai Investment runs and the human resource practices in those investment ventures. Another relevant literature to this topic is the work of Sylvie and Witherspoon.
In their contribution to this topic, Sylvie and Witherspoon provide insights into the motivations of change in organizations (Sylvie and Witherspoon 54-63). They also show how these changes are linked to the human resource department as they are adopted and incorporated into the strategic management of organizations.
On the other hand, Wang (74 provides insights into how public and private organization use recruitment and performance appraisal by the human resource department to effect change in the organization.
Wang also gives statistical data to support its suggestions on recruitment and change in organizations. Wang notes that there is a notable change in human resource approaches even in the Middle East where employment regulations have been considered static.
Markaz (60) gives insight into the changing corporate information systems especially in companies that operate in the Arab world. He also explores how these changes in information systems are being adopted by organizations especially the Dubai investment company and the Abu Dhabi investment company.
In the process of this analysis Markaz (60) also expounds on the process and the consequences of the adoption of various change initiatives. In their analysis of this topic, Matly and Dillon (112) gives statistical data on the Dubai economy in general. They also provide insight on the growth of the economy over time as a result of different Dubai investment organization’s adoption of changes in their human resource management.
Research Design
This research will employ a survey research design. This research design is relatively effective in obtaining information on the accounts of private authors and institutional data analysts. The selected design is specifically suitable since the population being researched on is relatively large and the phenomena under observation can be observed.
The survey research design is often used due to its low cost especially where the information is easily accessible. Since the topic under investigation has greatly gained preeminence in the recent past, there are numerous sources of information that can easily be utilized through the use of a survey design.
Data collection
The study will use secondary data where previous articles and statistical reports on the research question will be sampled and reviewed. The works of other authors will be reviewed in reference to the question of how the recruitment in the human resource function always drives change in corporate organizations and the effect of this change to available human capital. This mode of data collection is cheap since it is readily available and it is also effective since it widens the scope of the survey.
Data Analysis
The statistical data collected will be analyzed by the use of mean, mode and median. Hypothesis will be tested using a T-test. This will be done regardless of whether the collected data had been previously analysed.
T-test is used when comparing statistical data models that have been fit to a data set in order to identify the model that best fits the population from which the data was sampled. It also ensures the validity of results as originality and accuracy is maintained as previous biases are eliminated
Potential problems
Due the nature of secondary information on the Dubai investment company, some of the critical information may be edited and therefore, it may not be easily accessible. Also, some of the company’s records may not be available to the general public which may make the discussion of the research question not to be exhaustively analyzed.
However, I will try as much as I can to exhaustively analyze any available internal information that could lead to further insight into the Dubai investment company’s strategic and human resource management strategies and their relation to organizational change.
Works Cited
Baum, Tom. Human resource management for tourism, hospitality and leisure: an International perspective. Upper Saddle River: Cengage Learning EMEA. 2006. Print.
Markaz al-Imārāt lil-Dirāsāt wa-al-Buḥūth al-Istirātījīyah. The information revolution and the Arab world: its impact on state and society. Dubai: I.B.Tauris. 1998. Print.
Matly, Michael and Dillon, Laura. Dubai Strategy: Past, Present, Future. Boston: Harvard Business School. 2007. Print.
Sylvie, George,and Witherspoon, Patricia. Time, change and the American newspaper. New York: Routledge. 2002. Print.
Wang, XiaoHu. Performance analysis for public and nonprofit organizations. New York: Jones & Bartlett Learning. 2010. Print.