HRPR 308 Professional Practice In Human Resource Management

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HRPR 308 Professional Practice In Human Resource Management

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HRPR 308 Professional Practice In Human Resource Management

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Course Code: HRPR308
University: College Of New Caledonia

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Country: Canada

Questions:

1.Identify your short-term wins, and how you will communicate them, how you will know if you’ve achieved them, and how you will celebrate the achievement.
 
2.Identify how you will evaluate the success of the change, and what you will do if your change initiative has not been successful.

Answer:
Introduction
The College Nuveau is a post-secondary educational institute which helps the resident of the central interior or British Columbia. There are more than 145,000 people around this region and encompasses three famous school districts including Prince George, Nechako Lakes and Quesnel. The college has an annual enrollment of 5,000 students in fields like trades, university sciences, health sciences and many more. The college has partnership with University of British Columbia, University of Victoria, Thompson Rivers University, Simon Fraser and Royal Roads University. In order to provide high –quality education to all the students and increase the number of enrollment by developing online performance system that is easy for the staffs to use. The new system can give our staffs feedback on their performance at the same time enabling them to improve their performances. The staffs will be motivated if this comes out to be a successful change. This new performance management strategy would help the college to retain their high position and meet their future goals smoothly. 
Sense of Urgency
We want to make an important announcement regarding the change in the performance management system change in the college nuveau.  We have found out that the previous performance management system was losing its effectiveness with the passage of time. In the digitalized world, we also need to upgrade ourselves in order to compete in the global context. The traditional system that included holding meetings, completing forms and giving ratings have been worn out methods which need to be revised and modified. Till date, we have invested a good amount of time and money on the useless and counterproductive systems, but now we should stop the annual evaluation cycle and initiate feedback process and training programs. There will be an online performance management system from now and the IT department is helping a lot to deal with the systems. It would be easier both for the older people and the young ones too.
We are having a problem with our decreasing enrollment rate. We do need all your cooperation to make our College better. Through this System, we could determine what is the core problem in our organization, if we need some training and development. If we cannot address this problem as soon as possible, our College will be at risk, and all of us will also be affected by this low enrollment rate. The College might decide to cut down numbers of employees and lay-off some stuff if there are only a few students that are enrolled (Obeidat, Al-Dmour & Tarhini, 2015). We do not want this to happen, so we need all your participation in this matter. The best benefit of the new system is that it will provide frequent feedbacks after each serious project and there will also be weekly check –ins with the principal entities of the institute in order to heighten the performance related discussions.  After the implementation of the new system, we will be able to save a big amount of money and time too without any risks.
Guiding Coalition 
Human Resource Head: The implementation of the feedback based performance management system will be preferred by them the most. Therefore, they are requested to know the essential criterions of the improved system. Since, they are the bodies to control the staffs of college nuveau, their guidance and assistance is highly required.
Consultant: The purpose of our coming here is to help the HR department to establish and develop the new performance management system for the betterment of the college. The employees of the institute will also be informed about the new system with much details.  
I.T Department:  The IT department will be needed the most because they are the expert people in the technical field. The new system will incur a list of machine oriented works and computers too. Hence, their presence is required the most to resolve the problems. They will be responsible to handle the technical works and the computers which will be used to keep records of employee performance (Comodi et al., 2015).
Finance: Since all the expected and designed plan will not be successful without a strong financial condition, this area needs to be concerned about. The budget plan of the College nuveau will be handled by the finance department.
The Dean: The deans of the college are important because they would be the people who would motivate the staffs to adopt the change happily as it is for something better in future. They will work as the guiding bodies in each of the departments (Fonseca & Lima, 2015).
Strategic Vision:
The first strategic vision of the college nuveau is to have an advanced and cost effective method to evaluate the performance of the employees. The college is aimed towards having a better educating, better performing and better positioned status in order to serve people sustainably in future. The college envisions high-quality education for all the students and produce competitive graduates in the future. We aim to have a better performance for all our staffs and employees because it will reflect the college/organization’s reputation and we believe through all this effort we can increase our enrollment rates with International, Aboriginal, and Canadian Students. 
Email to the volunteers 
Hello People!
I would like to notify you that a new performance management system is going to be implemented in the college nuveau. I cordially welcome all the people of the college to cooperate with their respective leaders as well as with the HR department in order to bring a successful change in the institute. I would like to demonstrate the way of operation of the new system. The new system will include functions like:  

It will concentrate on the individual contribution of each employee. The staffs will no longer be compared to other staffs or be rated according to their performance.
The feedbacks will be provided more often and instead of a single review that used to occur once a year, it will occur after every important project(Mir & Pinnington, 2014). The weekly check-in system is also going to happen in order to fuel the performance discussions.

Thank You and Good luck!
-HR Department
Short –Term Wins:

The new performance management system will reduce the stress of waiting for a year’s performance evaluation and will design frequent reviews to support the employees go ahead in reaching their goals (Shields et al., 2015).
The employee performance will surely be fueled rather than only managing their performance.
The employees will perform better because the new system will discard the single ranking or rating system (Mahalekamge, 2016).

Evaluation of the change 
The success can be apparent after few weeks of the implementation of the new system. It is well known to be a long process which has been specially made for the college nuveau. The results of the system will be evaluated and presented in a graphical manner enabling a better understanding of the improvement. We can evaluate the success If we can see some improvements with the performance of all our staffs and if all employees are doing it and if we have an increased number of enrollees
If our change initiative is not successful maybe there is something wrong with the implementation of the change itself.  We can be stiffer and try to convince all the staffs for their cooperation because this will benefit all of us if we are successful.
Reference
Bernardmarr.com (2018). Deloitte – Reinventing Broken Performance Management. [online] Bernard Marr. Available at: https://www.bernardmarr.com/default.asp?contentID=1058 [Accessed 26 Nov. 2018].
Comodi, G., Giantomassi, A., Severini, M., Squartini, S., Ferracuti, F., Fonti, A., … & Polonara, F. (2015). Multi-apartment residential microgrid with electrical and thermal storage devices: Experimental analysis and simulation of energy management strategies. Applied Energy, 137, 854-866.
Fonseca, L. M., & Lima, V. M. (2015). Impact of supplier management strategies on the organizational performance of ISO 9001 certified organizations. Quality Innovation Prosperity, 19(2), 32-54.
Mahalekamge, W. G. S. (2016). Relationship between perceived fairness in performance appraisal and performance appraisal satisfaction in the audit sector.
Mir, F. A., & Pinnington, A. H. (2014). Exploring the value of project management: linking project management performance and project success. International journal of project management, 32(2), 202-217.
Obeidat, B. Y., Al-Dmour, R. H., & Tarhini, A. (2015). Knowledge management strategies as intermediary variables between itbusiness strategic alignment and firm performance. European Scientific Journal, ESJ, 11(7).
Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., … & Plimmer, G. (2015). Managing employee performance & reward: Concepts, practices, strategies. Cambridge University Press.
Van Dooren, W., Bouckaert, G., & Halligan, J. (2015). Performance management in the public sector. Routledge.
References
Kotter, J. (2012). Leading Change, With a New Preface by the Author (pp. 37-121). Boston: Perseus Book LLC (Ingram).
MCDOWELL, B. (2018). How to Implement an Effective Performance Management System | HRLocker. Retrieved from https://www.hrlocker.com/hr-software/blog/implement-effective-performance-management-system/
Robert Tanner, M. (2018). Leading Change (Step 1): Creating a Sense of Urgency. Retrieved from https://managementisajourney.com/leading-change-step-1-creating-a-sense-of-urgency/
Scott, S. (2018, October 20). Six Main Functions of a Human Resource Department. Bizfluent. Retrieved from https://bizfluent.com/info-8244762-six-functions-human-resource-department.html

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