Discuss why Donnelley had to coordinate HR activities with the changes in jobs

and work?

Work is an effort towards set goals, and a job is a group of task, duties, and
responsibilities, that sum up the overall work required by employees to
accomplish these goals.
R. R. Donnelley is looking to increase its productivity and quality by adopting new
technologies. New technologies need proper training, which required HR
coordination to make this effort productive and profitable at its full potential. For
HR, it is essential to identify how workflows in this particular organization and
how to adapt changing nature of the job duties will affect the work and how to
make these changes will make it more efficient. Also, workflow analysis is
required to identify what is expected to be accomplished is part of a framework
for training.
Workflow Analysis, how work moves through an organization. It begins with an
inspection of the quantity and quality of the desired and actual outputs. Then
activities are evaluated that leads to this output by comparing these two we can
identify if we are achieving the required results. Then finally, we focus on inputs
how it will affect the possible outcomes. Change in technologies is also part of the
workflow system.
After understanding how workflow in the company re-engineering the operation
will help to make improve productivity. For the success of re-engineering or
involving new technologies will require detail planning, proper training without
these efforts, the success rate will decrease by 30%.
In redesigning the job determining its components is an essential part. A post is a
group of tasks, duties, and responsibilities that constitutes the entire work of a
worker. Simplifying the job task and responsibilities will help in more productivity
keep in mind it is oversimplifying a job will affect in a negative way and
broadening the scope of a job for workers by expanding the number of different
tasks to be performed and increasing the depth of a job by adding responsibility.
Learning new technologies and grow in the trust is an excellent opportunity for
personal growth.
Job Rotation is the process of shifting a person from one to other job
responsibility. It helps to identify an employee’s capabilities for doing several
different jobs and which one is more suitable for the company.
Identify examples of how technology has changed jobs where you have worked
and what HR activities were handled well and poorly?
Globalization and technology are the main drivers of workforce transformation.
With increased use of digital technology, many jobs within the company would be
well integrated. However, employees must learn a number of new methods and
technologies. With the technology implemented in the company, production time
is reduced and productivity increases rapidly. And this shows how the human
resource management efforts. Technology can solve and change the way of
working. However, without good training in feasibility, the work cannot be done
easily. With the improvement of the technical system, human resources could
hire workers from around the world, which would do a lot of work regardless of
time zone and physical location. Using information technology to network
employees could reduce costs, improve workplace safety and reduce errors.
That's about it for our HR practice. what are they doing, how? Now, employees
have been trained in new technologies, have changed jobs and are working in a
high performing business with great satisfaction.

Point out which changes are occurring in the business that affects HRM?
The company consists of ten workers, half of which will be retired within the next
three year, and all of these workers have been with the company from the start
and have some critical experience. This will raise some Human resource
management issue due to the lack of workers in future. Company owner looking
to convert the working theme into a virtual moving organization instead of having
a physical place. It will reduce the cost of production and the required training.
Company job nature is going to change completely.
Training employees in such a way which will make this process productive for the
company. Specialized training should be provided on specialized knowledge and
skills for use in their present jobs. So, HR has to plan a training process, and
Training plans allow organizations to identify what is needed for employee
performance before training begins. It is at this stage that fit with strategic issues
is ensured.
The company owner also considering to cut down the employee’s benefits, which
can raise the legal issue. So, HR has to see through country labor laws and look if
this particular country even allows these changes. Other significant change that
needed to address that the owner is also thinking to change their employee’s
status form regular to contract basis. We have to look even employees will agree
on the idea, and we have to renegotiate salary and working hours.
What are some considerations the company and HR should be aware of when
making changes related to this case study?
Company and HR should consider the legal issue first and need to see labor laws
about the contract-based job and how wavering off employees’ benefits will
affect them phycological. What employee’s the thing about work on virtually on a
contract basis. They even willing to work on these conditions, and will they be
able to stay motivated.
Company and HR must evaluate how much workforce they need if they go on a
contract base and start working on virtually. They need to arrange the training
module and consider different types of training, like e-training every training
module have its pros and cons.
The company should also consider Management Information Systems, which type
of software they will choose to go into the online working process. Do company
need to hire more working force because of the growing economy will affect the
company and half of the company employees are going to retire within the next
three year.
What would the initial steps be to start planning for these changes?
First of all, there should be a proper plan in hand to go through these changes if
employees are will to accept these changes. Contract-based job has its pro and
cons to there should be a discussion about the employee’s concerns. If everything
goes well and none of the legal and employees matter rises with the changes in
the company will be going through.
Then HR should consider planning the training process. In the training process, HR
should think which type of training will be cost-effective and productive for the
company. Do they need to hire another company service for the training process?
What would your role be in implementing?
The human resources department has focused on recruiting, training, and
monitoring employee performance; he has a vital role to play in any change
management program. Human resources can play an essential role in several
ways implementing these changes.
The human resources department must ensure that employees are motivated to
undertake the change and participate in the change management program. To do
this, they must recruit the right people to think differently and bring a new
perspective to the table.
HR should play a vital role on overlooking the productivity of the training process
and most important part to me for HR to play an active role on looking after
employee’s performance and evaluate if these changes will have a decisive role in
the future of, we need to change some way to make changes more effective.
As an HR professional, what should you have done initially to prevent this issue
from happening?
As an HR professional prevention of this kind of issue can be eliminated on initial
bases by training the concern and crucial decision, make people about the
company policies on increment, and legal systems on increases vis versa.
As the operation manager is new to the company, he must have been informed
about company rule and regulation about annual increments and how to evaluate
the performance of the employees. Another major mistake he made by deciding
the particular employee to tell him upfront without talking to the HR professional.
HR must inform the notables about the process of make some change or making a
decision should be filtered through the HR department.
Outline a specific strategy to implement, stating how you will prevent this from
happening in the future?
The operational manager being new to the company should be given a little
margin for not knowing the culture and policies of the company. On the other
side, it is HR duty to prevent these kinds of mistakes. Now HR should talk with the
operational manager about this issue on the litter note and tell him that he made
a mistake and ask him to avoid these kinds of error in future otherwise there will
be consciousness regarding these mistakes.
For the HR professional, he should learn from these examples and must inform
about company rules and regulation about these issue on paper to every
upcoming new employee. There should a proper training session for the new
employees regarding employee policies.
What would you do about the 11 percent pay raise that was already promised
to the employee?
As a human resource professional, I should have read the company's policy and
the employment contracts of each employee. To prevent this from happening
again in the future, appropriate records of employees should be kept. As far as 11
percent pay raise that was already promised is concerned, Operational manager
have to revert back from his offer. Otherwise there would be a problem.
If the union files a grievance, what type of grievance do you think it would be?
Provide reasoning for your answer.
According to Wagner Act There are four main types of grievances. First, the
individual grievance is filed when a union member feels mistreated. A group
grievance arises when several members of the union feel that they have been
mistreated and file a grievance as a group. A main grievance can be filed on behalf
of the union and is usually based on a broader issue, such as a policy or contract
issue. A union grievance or a policy grievance may be filed if the employee does not
wish to file it individually.
Grievance depend on the decision HR made. If he decided to rise pay of this
particular employee 11 percent as promised by operational manager, then union
members are highly likely to file a grievance as a group. But if HR decide not to rise
the increment by 11 percent and gave him best option for every one a 6 percent
raise then there would be an individual grievance.
If the union does file a grievance, draft a response to the grievance to share with
your upper-level managers as a starting point for discussion on how to remedy
the situation?
HRM is normally involved in the grievance process because it has intimate
knowledge of the contract and the laws governing that contract.
The grievance process can include any number of steps. First, the complaint is
discussed with the manager, the employee and the union representative. If no
solution is found, the grievance is put in writing by the union. Then, human
resources, management and the union discuss the process, sometimes in the form
of a hearing in which both parties are able to express their views. The management
then expresses its decision in writing to the union.
As a human resources professional sitting at the bargaining table, it is important to
be strategic in the process and to link the strategic plan to the concessions that the
organization is willing to make and the concessions it will not make.

Why should you develop an HRM strategic plan?

For a successful merger HR role is vital. Merging organizations have to insure
different organizational cultures engage to have a successful merger. Cultural
plays a significant role, So HR professional must be involved from the start of a
merging process
It takes a lot of time to identify cultural differences, how they should be treated,
and how to integrate managers and employees from both entities.
The failures of mergers and acquisitions are often attributed to the incompatibility
of the different organizational cultures involved. What changes will be made to the
organizational structure, how employee benefits will be networked, which jobs and
locations will get more or less staff, and many other issues need to be resolved and
communicated. The longer these problems remain unanswered, the more
employees will be anxious and more rumors will multiply.
Human resources in mergers is to merge human resources activities into each
organization. Compensation, benefits, performance appraisal systems and
personnel relations policies require special attention from the human resources
staff of both organizations. Who will lead the human resources and which
employees will or will not hold positions in the new Human Resources function
needs to be addressed? The compatibility of databases and information systems
must be taken into account. Ultimately, the way human resources contribute to the
various aspects of mergers and acquisitions is likely to affect the overall
effectiveness of newly merged organizations.
Which components of your HR plan will you have to change?
Certainly, integrate a more strategic HR plan into the new business. The manager
must review existing human resources policies and set a training date to reflect
changes with new and former employees. Using the completed skills inventory
database, the company can create a plan to see if enough people have been hired
to respond to the company's supply and demand culture. It also gives the company
a broader perspective and allows you to see exactly what employees are saying and
to see if they meet industry standards. Otherwise, adequate training must be done
to ensure that employees are aware of changing times.

What additional information would you need to create an action plan for these
changes?
Understanding the nature of the business is essential to successfully create a
strategic plan for human resource management. Because every business is
different, its needs can change depending on the economy, the season and societal
changes in our country. HR managers need to understand all these aspects of the
business to better forecast the number of people needed, the types of training
required, and the compensation of employees, for example. The strategic plan
prepared by the human resources manager must solve these problems. To address
these issues, the human resources manager must define the service objectives and
human resource plans according to the overall objectives of the organization. In
other words, human resources should not work alone but in tandem with other
parts of the organization. The human resources management plan should take this
into account.