Final answer:
Human resources strategies vary with organizational change, focusing on hiring during expansion, managing staff reductions in contraction, and ensuring skill relevancy when maintaining scope. Professional HR functions help reduce hiring bias, and the formation of work teams adapts to workplace changes.
Step-by-step explanation:
Human Resources Strategy and Organizational Change
An organization's human resources strategies must be intricately linked to its overall business strategies, particularly when experiencing organizational change—whether it's expanding, contracting, or maintaining scope. During expansion, the focus is on hiring and integrating new employees, developing teams, and acquiring skills to support growth. Contracting, often through downsizing or mergers and acquisitions, necessitates evaluating roles for redundancy and managing staff reductions. Maintaining scope still requires human capital investments to ensure current employees' skills remain relevant to the organization's needs.
It's critical for bureaucracies to make thoughtful investments in human capital. This includes training and development as well as the initial hiring process. By professionalizing human resources functions, organizations may reduce bias in hiring and better manage diverse workforces. Additionally, organizations are adapting to the rapidly changing workplace by forming work teams that combine diverse skills and experiences to improve productivity and responsiveness to market changes.
The strategies and management of human resources must also consider the delivery of equal opportunity programs, security management, and the ongoing transformation of work practices, such as the recognition that employees may not stay in a single job for life. Continuous education and training, as well as accommodating an increasingly diverse workforce, are therefore paramount to the current and future success of any organization.