Organizational Change
What is Human Capital Management? (HCM) n.d. defines HCM as the entire set of an organization’s processes for hiring, supervising, developing, and maximizing personnel (as an intangible asset) to optimize their worth to the company. HCM offers administrative, strategic, and tactical support to a business in order to ensure its long-term success. My company recently began offering Ulti-Pro, commonly known as Ultimate, as a recruitment service. For the introduction of payroll and then benefits, this software was introduced earlier in the previous year. The ultimate goal of this platform is to integrate all aspects of human resource management across the entire firm under a single system. The goal is to have a single system that the entire organization uses and not use any other software.
This organizational reform has changed how management and recruitment interact. Prior to Ulti-Pro, emails were used to send candidates, communicate status updates, and discuss potential candidates. We are all aware that emails might get lost, and there may be candidates awaiting approval. The fact that we did not formally have an application that included a questionnaire for the applicant to fill out outlining the responsibilities, prerequisites, and certifications for the positions is another concern we had with the recruitment department. We were struggling to find a pool of qualified applicants to present to the management team for interviews. Managers were unable to access ZOHO, Indeed, or source resumes. Due to the change in platforms, management is now more actively involved in the recruitment of suitable personnel. Management can access Ulti-pro through a login and manage candidates there. Also, they are prepared to rate and make notes for each applicant they wish to interview or reject.
Regarding the recruitment process, it has enabled us to generate data on each candidate’s hiring procedure and determine how many employees were hired in the previous month. And examine mistakes. Additionally, after an offer has been made, we are able to physically seat candidates in a position. Prior to that, we communicated by email to decide whether or not to recruit someone. Also, we have the option to add vacancy-specific questions to the application forms. It enables us to select resumes that meet our needs or not. A generic application was not tailored to the candidate’s fit for the post they were looking for.
The difficulty our recruitment team has encountered over the past few months is getting management to adopt this approach and recognize it as the new method of receiving applications and hiring employees. We don’t accept paper applications anymore. It serves as a regular reminder to the field that we need to give an application link to prospects. On the other hand, I comprehend from a management perspective. The majority of managers are on the field and don’t have time to fiddle with the technology, while some managers lack technological aptitude. Regrettably, the system is what it is, so we have to encourage people to embrace the change and support them if they need it.
To successfully implement new procedures, items, and business plans while limiting adverse effects is the main objective of change management (SHRM,n.d.). By doing this, we serve as the recruiting managers’ main point of contact and can address their queries, as well as explain the workings of the system. Humans are averse to change and are satisfied with the status quo.
But, as an HR representative, putting in place a strategy to assist with the shift may make the process much simpler to understand and enable an organization to grow.
References:
Managing Organizational Change. (n.d.). Retrieved October 31, 2019, from https://www.shrm.org/resourcesandtools/tools-and- samples/toolkits/pages/managingorganizationalchange.aspx.
What is Human Capital Management? (HCM). (n.d.). Retrieved October 31, 2019, from https://www.bamboohr.com/hr-glossary/human-capital-management-hcm/.
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Question 
All organizations go through change. Why is change an important part of an organization, and why do you think the strategies used during the transition are also important?
Discuss your thoughts with your classmates and back up any assertions with research and APA citations.
Submission 1 1/2 paragraph, APA
https://www.youtube.com/watch?v=Oz93WEUfdA
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