Assessment Details Drawing on the case study you are asked to write a brief essay (1500 words) for the CEO of Bank A being a Malaysian company. You are to provide your views on the following four que

The Role of HRM in Strategic Organizational Change
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The Role of HRM function in Strategic Organizational Change
Question 1
Organizational change and development (OCD) are regarded as the “key theme” in the business and management literature (Wilton 2016). The relationship between people management and change management is expressed through the union of activities which are associated with disciplines such as Human Resource Management (HRM), human resource development and organizational development. This article is aimed to discuss the role and importance of HRM in an organization in the current changing nature of work. In this article different observations of the senior managers will be stated; having that various questions are raised regarding how the Human Resource Management (HRM) understand the performances of businesses. A research that was performed in Malaysia, it indicated that various senior managers consider HRM’s functions as yet to achieve a precise strategic focus (Bolman & Deal 2017). However, there are different reasons to why HRM is deemed to be relevant to an organization.
The Human resource management touches on all components of an organization. The HRM is thought to focus on every organizational activity such as the hiring of employees to wage and benefit administration. It is the role of the HR to monitor the worker’s experience and maintain a swift flow of business for an organization.

The HRM is considered significant having that it plays a vital role in strategic planning and creating the image of the organization (Wilton 2016). Organizations which have allowed the Human Resource Management to maintain control of the business; its expertise can enhance employee’s experience throughout the workforce. The Human Resource Management strengthens a business’s operations and enhances the relationship between the employees and the employers (Wilton 2016).
HR practitioners in small organizations who have well-trained expertise offer out various services to the employees hence, increasing the productivity of the business. Below are reasons to why HRM is regarded to be essential for an organizational change.
Strategic Management
The Human Resource Management offers its knowledge of human capital; it improves the company’s “bottom line,” affecting the success of the organization (Cascio 2018). Leaders who have experts in the Human Resource strategic management are privileged to take part in corporate decision-making agendas; none the less, Human Resource Management underlies the current staffing assessment and projection of the needs of the workforce for the future depending on the demand of the business.
Salaries and Wages
Compensations specialist in the Human Resource Management has developed compensation structures that are believed to set the organizations wages on a competitive scale with other business in the same location or industry, or other companies that are competing for workers with the similar skills and services (Cascio 2018). The HRM conducts a comprehensive salary and wage surveys for it to maintain the cost of compensation in the same graph with the current financial status and project revenue of an organization.
Risk and Safety Management
The employer should provide a safe working environment for the employees. The Human Resource Management offers a specialist in workplace safety risk managemenspecialist, who are partnered with the U.S Occupational Safety and Health Regulation. The HR specialists in risk and safety management maintain accurate work logs and records; the HR has developed programs which minimizes the number of workplace fertilities and injuries (Cascio 2018). The Human Resource also engages the employees in promoting awareness on how to handle hazardous chemicals and dangerous work tools. The HRM can point out potential risks in an organization and develop solutions for the threat before it emerges.
The Human Resource has taken a crucial role in various organizational exercises such as recruitment of staff, rewards and development centers. In a research interview that was conducted in Malaysia and USA, different senior bank managers passed that the HRM has significantly helped; the respondent added that organizations with HR specialists are making bold steps than before. It is thought that the Human Resource Management has developed plans for achieving more in the future (Bolman & Deal 2017).
The HR helps in strengthening the relationship between the employees and the employer through administering the employee’s opinion and inputs regarding “job satisfaction.” The HR respects the employee’s views and their choice of religion as long as it does not affect the productivity of the organization. The HR also helps in identifying issues emerging in the workplace and those that were unattended and are likely to twist out of control and involve the organization in legal matters that pertain to federal and state anti-discrimination and harassment law (Bolman & Deal 2017).
Question 2
The HRM can support the management of people within an organization with a successful implementation of business strategies through various ways such as:
Independence and Credibility
Credibility and autonomy are known to be the critical issues that the Human Resource Management would be obligated to face if it adopts a strategic role within a business. Different senior managers have passed that the HRM is compelled to act bravely and should be bold to challenge the current policies and practices; the HR should not be hindered by different procedures which have existed for an extended period and were used in the past. The HRM is compelled to take an objective and independent stance which will advise the management on all costs that are linked to people management (Sparrow, Brewster & Chung 2016). Having that the Human Resource Management is expected to act bravely, it should not submit to the pressures emerging from the line department or top management. The HRM is tasked to monitor the all vital factors that can drive more changes in an organization with regards to how people behave or carry themselves to create an exemplary system of leadership. However, how will the HRM achieve its motives without being inhibited by the existing structure?
Quality of the HR Communication
Observations that were made by various managers passed that the HRM needs to improve its communication between the senior managers and the HRM function. One of the managers mentioned that there was a need for people in the Human Resource to talk to the line hence; the demand for frequent and easy interactions is increasing (Sparrow, Brewster & Chung 2016). The managers identified that the primary priority that has to be made clear is the “smart partnership.” It is thought that orientation of the HR communication should be altered for HRM to get people who are engaged in the HRM processes. The managers thought that this objective would be achieved through the HR forming an active partnership with the line and continually delivering clear and accurate messages; so as not to give the delusion of “passing the buck” to the organization’s line (Sparrow, Brewster & Chung 2016).
It indicated that the work pressures originating from management might be the primary reason as to why various line managers opt to ignore or neglect to practice the information communicated by the HRMD.
Spirituality and Ethics
A workplace can be comprised of employees with different religious beliefs. In a research that involved both the Muslims and Christians in Malasia, the respondents commentated on the integration of Islamic work ethics in the workplace, considerably in the relation of the Human Resource exercises. The HRM allows the employees to exercise their religious beliefs such as prayers during working hours. This type of integration has received support from different senior managers, provided it is well managed and conducted (Cascio 2018). Never the less, most of the resounding concerns emerged from Muslim respondents. However, the central message is to elevate spirituality to values that are accepted universally and can appeal all the categories of employees, given the diversity in an organization. It thought that affected workers have not been exploiting the flexibility presented to them.
Question 3
The banking or financial sector is seen as the human capital intensive having that it depends much on its human resource capital to provide capital for its clients (Stone, Deadrick, Lukaszweki & Johnson 2015). These facts indicate that the human capital plays a vital role for the banks to achieve their goals and hence, it is, therefore, crucial to explore the study of Human Resource Management exercises which impact on the people’s capital and the performances of the banks (Stone et al. 2015). Technology is regarded as one of the significant trends that are affecting HRM and the people of an organization.
Technology is comprised of machines, Tools, equipment, employee’s knowledge, work procedures, and skills. The financial consideration of whether to adopt new technology in an organization must be balanced with the number of strategic issues and most importantly the figure of significant strategic HRM issues (Stone et al. 2015). With new technology developed and being implemented, employees are also required to change their skills and work habits.
Technology has made an enormous impact on strategic organizational change having that it has resulted in hierarchical characteristics being distorted and has created teamwork between managers, technicians, and analysts. The introduction of technology has developed a trend for businesses to provide Total Quality Management (TQM) for the employees that have developed a focus on partnering efforts to improve the quality of the organization’s products and services. A business organization in the 21st century should not expect to be successful without understanding the rapid changes and trends (Stone et al. 2015).
The emergence of the internet has majorly affected the management of the organizations. Companies are using websites to reach various market sectors and customers who are inaccessible to the organization. At this modern time, a large and increasing fraction of businesses and customers make their sales online. The development of electronic commerce has created new challenges for managing a new and evolving sector in strategic organizational change (Stone et al. 2015). However, the rapid growth of technology has resulted in various employees losing their jobs to machines (automation). None the less, the number of employees in an organization is opting to reduce having that automated machinery require only those who technically trained (Cascio, 2018).
Question 4
The current concerns of the seniors’ managers reflect on the role that HRM should professionally practice (Wilton 2016). However, the HRM is yet to achieve a precise strategic focus having that various senior managers raised concerns regarding the level of understanding of business performance the HR has. The Human Resource management is obligated to operate strategically, independently and credibly; and those that are within the HR function are expected to communicate with bravery and boldness (Wilton 2016). None the less, its the obligation of the senior managers to clarify the outcomes of the HRM and understand what it is that the Human Resource Management function is seeking to achieve. The top managers/ CEO should observe how the HR achieves its outcomes and how it contributes to the organization (Cascio 2018).
Reference list
Bolman, L.G. and Deal, T.E., 2017. Reframing organizations: Artistry, choice, and leadership. John Wiley & Sons.
Cascio, W., 2018. Managing human resources. McGraw-Hill Education.
Sparrow, P., Brewster, C. and Chung, C., 2016. Globalizing human resource management. Routledge.
Stone, D.L., Deadrick, D.L., Lukaszewski, K.M. and Johnson, R., 2015. The influence of technology on the future of human resource management. Human Resource Management Review, 25(2), pp.216-231.
Wilton, N., 2016. An introduction to human resource management. Sage.