Please Answer Parts 2 and 3 according to the answer given for part 1. Kindly answer part 4 as well if you could(Not compulsary). Thanks

Directions: Research the topic of change management and reflect on two different changes that you have personally experienced in the workplace. If you have not worked, you may reflect on a volunteer experience. In the next section of this report you will then switch to the Human Resources professional perspective, you will examine the value add that a Human Resources professional brings to change management. As a HR professional, provide reasoning for the changes by identifying the force driving the changes, and the rationale for the management support of the changes. Research employment law and reference the sections that apply to each of your changes, and then select a metric to measure the effectiveness of each change.

The assignment includes four sections:

1. Identify two different workplace changes you have experienced as an employee:

a. Explain why a Human Resources professional should be or have been involved in the changes.

b. Describe the impact the changes had in the workforce.

c. Assess whether the changes aligned with the vision, or mission of the organization you worked for.

2. Explain how, if you were the Human Resources professional at the workplace you discussed in Section 1, you would be involved in the two changes and explain the impact on the organization:

a. Who in the organization were affected by the change?

b. Provide one positive and one negative reaction to the changes.

c. Justify why the leadership team supported the implementation of the changes.

d. Select one metric for each change, which will support making the changes to increase efficiency.

3. Research employment law:

a. For each change, reference and describe the section of the law that applies to it.

4. For each of the changes, select the force that is driving the change:

a. Justify why the force is driving the change.

b. Explain whether it is an internal or external force that is driving the change.

Answer for part 1(This Part is already on chegg. Please take reference if you have any doubts)

1) a.

An important concept that human resource majors need to understand is change management. It is a fact that the business landscape is constantly evolving ; to meet these challenges effectively, businesses need to learn how to effectively use change to their advantage. This is especially important for human resources(HR) personnel, as they are often the front line of implementing changes within an organization. Here are some of the most common situations in which HR professionals employ change management techniques.

Redefining Employee Rules and Responsibilities

One of the most central responsibilities of human resource professionals is defining roles and responsibilities. Change management comes in to play when those employee definitions need to be redefined. This can occur due to many situations including economic instability, the need to downsize, new technology or procedures, or trends in consumer purchasing behavior. Reorganization often requires HR to redefine employee roles and responsibilities as well.

Explanationfor step 1

In many of these cases, training programs may need to be created to acclimate staff to their new positions and responsibilities.

Step 2/5

Reducing or Eliminating Resistance to Change

Change in an organization can cause stress and fear among staff members. The best way for human resources to manage change and alleviate stress is through communication. Change management takes consistent communication, from announcing a change to providing feedback throughout the process. To help alleviate stress and anxiety about a change, it is important for HR personnel to describe how changes will ultimately impact or benefit staff members as well as the company overall. The more HR teams can get individuals to buy in to the change, the easier the change process becomes.

Implementing Changes in Distinct Phases

Another reason that managing change is important for HR professionals is because it is typically their responsibility to implement changes. It is best to implement changes slowly, over time. In this way, employees have time to become comfortable with the changes. Phases for implementing change should include : prepare for the change by outlining key roles ; communicate key dates for change implementation; monitor change results and listen to feedback; and alter plans and communications as necessary.

Explanationfor step 2

organizational change can bring about many negative feelings in employees.

Step 3/5

Providing Support Systems and Training Programs for Change

Perhaps the most important reason that managing change is so important in HR department is because these professionals are responsible for providing support systems and training programs to implement changes. To ensure that staff members learn what will be required of them in the face of change, they will need the support of their supervisors and experienced coworkers. They may also need various forms of training that could involve on the job training sessions, mandatory seminars, job shadowing, continuing education courses at a local community college, or virtual classroom training. HR professionals ensure the appropriate training is available to employees impacted by change.

Explanationfor step 3

To help encourage more positive feelings, learning effective change management is important in human resources today.

Step 4/5

b.

Changes in the workforce have tremendous impacts on organizations. An increase in the number of employees may cause the company to move to another location. Settling down in the new location may take time since people need time to acclimatize with the new environment. This may decrease productivity in the organization. Introducing changes at the managerial level may also impact the organization either positively or negatively. Employees may harbor fear of the unknown since they are not familiar with the new management. It may take some time before employees are comfortable with the management and are able to work together to increase productivity. Changes that entail workforce reduction may have a negative impact on the remaining employees. They may work with a lot of anxiety making them less productive. Employees may also decide to look for jobs elsewhere due to fear of being laid off. This may lead to high turnover in the company, which affects the overall progress of the organization. Reorganization in the workforce also affects organizations in various ways. Managers may find themselves with more work if a department has grown or may be expected to perform functions that they are not comfortable with if they are moved to new departments.

Explanationfor step 4

Such changes affect the workers maotivation and the overall productivity of the company.

Step 5/5

c.

A company's vision is what they want to achieve, its mission is how they achieve it ; its values are how they promise to behave achieving it. Mission, vision and values should all work together to help you attract quality clients and employees. Building a visionary company requires 1% vision and 99% alignment. When you have superb alignment, a visitor could drop in from outer space and infer your vision from the operations and activities of the company without ever reading it on paper or meeting a single senior executive.

Alignment is crucial to business success. When your company's mission, vision and values are aligned, everyone from perspective clients to potential employees know who you are, what you do and what you stand for.

Many companies understand the importance of alignment but don't know how to implement it. Here are few tips ;

Incorporate the mission, vision and values into your company culture

Think about your company culture as its personality. It's defined by the company's work environment. If these components aren't thoroughly incorporated into your company culture, they will just be words on paper. When management and employees begin to act out what the company stands for, the mission , vision and values become more closely aligned.

Educate your employees

Alignment starts at the top with senior-level executives. However , far too often, it also ends there. Employees are the core of a company. If they don't know the company's mission, vision and values, they can't work towards implementing them. Even worse, they won't be empowered by them.

Note ; As per the chegg guidelines, expert only answer the first question.

Explanationfor step 5

A key part of maintaining an organization's alignment to its mission and vision is to create a framework and processes that are consistent and intentional and in which mission and vision are at the center of all interactions.

Final answer

Without strong alignment between employees and your company's mission, vision and values, it's easy for employees to feel divorced from the business strategy. Clear statements laying out your company mission, vision, and values will bestow a stronger sense of purpose in daily work