Change Impact on Human Resources at JCPenny

Organizational Change Human resources are believed to be the most significant organizational asset, however, many businesses are yet to fully utilize its potential. Utilization of this potential or its lack is directly dependent on the overall leadership (Gareth George, 2011).Advertising We will write a custom case study sample on Change Impact on Human Resources at JCPenny specifically for you for only $16.05 $11/page Learn More Today, business is shifting from a culture of management to that of leadership. To fully utilize its human capital and survive stiff competition, businesses must embrace strategic leadership. Only businesses led by competent and strategic oriented persons stand a higher chance of their surviving (Vecchio, 2007). Change Impact on Human Resources Business success is directly dependent on its leadership (Mullins, 2010). Since HR plays a critical function in business, practices that negatively impact employees must be avoided. Lead ership practices must have strategic direction. A well-developed and fully utilized workforce is a source of competitive advantage (Armstrong Baron, 2002). Leadership impacts human resources in various ways, in particular: Staffing and employee training According to Dunford Akin (2008), businesses look for strong leadership skills when staffing because employees are a source of competitive advantage. Effective leadership can greatly improve the effectiveness of training and enhance organizational knowledge (Hislop, 2009). Changes in organizational processes necessitate the need for training. Since some employees are naturally resistant to change, strong leadership is needed to implement new systems and communicate their overall benefits to employees (Clegg et al, 2011). Performance management Spector (2012) has observed that effective leaders use objective performance appraisal systems and implement appropriate technologies in order to improve business operations. For instance, HR practitioners today use bio-metric attendance registers and Enterprise Resource Planning (ERP) systems to manage employee data. Job changes, such as transfers, promotions and demotions can easily be effected from the same database. Management development and talent management Businesses are increasingly going international. Strong and effective leadership is required to make decisions on issues like restructuring, strategic partnerships and succession planning. Vecchio (2007) has emphasized the fact that international business requires effective talent management strategies to ensure long term survival of the business in its international engagements. Employee communication, engagement and productivity Businesses are increasingly striving to align their staffing processes with organizational strategies in order to hire only the right employees (Spector, 2012). HR practitioners must measure employee engagement and productivity. Employee engagement and motivation is done by implement ing the right policies and procedures. Competent leaders equally implement appropriate technology to improve communication systems for quality decision making (Northouse, 2012).Advertising Looking for case study on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Compensation and rewards Successful companies seek to be market leaders in the area of compensation to attract potential employees and curb turnover (Armstrong Baron, 2002). With the right leadership in place, HR practitioners can use Employee Self Service (ESS) systems to keep updated employee data. Such HR-IT solutions reduce the number of employees required to perform a job. This leads to cost reductions and, consequently, cost advantages to the business. Conclusion Leadership enhances organizational success. With changing technology, customer sophistication and globalization, today’s business is very competitive (Quick Nelson, 2013). Thus, the success of the business depends on its leadership. Strong leadership must be manifested in all the HR functions within the business. In order for the business to be competitive, there should be a strong focus on leadership and not merely management (Spector, 2012). HR practitioners must provide leadership and develop strategies that promote efficiency and effectiveness. References Armstrong, M., Baron, A. (2002). Strategic HRM: The route to improved business  performance. London: CIPD. Clegg, S., Kornberger, M., Pitsis, T. (2011). Managing and organizations: An Introduction  to Theory and Practice (3rd ed.). London: Sage. Dunford, R., Akin, G. (2008). Managing organizational change: A Multiple  Perspectives Approach (2nd ed.). McGraw-Hill/Irwin. Gareth, J. R., George, J. M. (2011). Contemporary management (7th ed.). New York: McGraw-Hill/Irwin.Advertising We will write a custom case study sample on Change Impact on Human Resources at JCPenny specifically for you fo r only $16.05 $11/page Learn More Hislop, D. (2009). Knowledge management in organizations: A critical introduction.  Oxford: Oxford University Press Mullins, L. J. (2010). Management and organisational behaviour. Financial Times/Prentice Hall. Northouse, P. G. (2012). Leadership: Theory and practice (6th ed.). Sage Publications, Inc. Quick, J. C., Nelson, D. L. (2013). Principals of organisational behaviour: Realities and  challenges (8th ed.). South Western, Cengage Learning. Spector, B. (2012). Implementing organizational change-theory into practice (3rd ed.). Prentice Hall. Vecchio, R. P. (2007). Leadership: Understanding the dynamics of power and influence  in organizations (2nd ed.). University of Notre Dame Press. This case study on Change Impact on Human Resources at JCPenny was written and submitted by user Lawson Fowler to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.