Humn Resource Managment

HUMAN RESOURCES AND CHANGE 1 Human Resources and Change Karen D. Nicosia Grand Canyon University Organizational Behavior and Management MGT-420 Instructor: Kathleen Jones April 14, 2010

Human Resources and Change Human Capital is defined by Schermerhorn as the economic value or people with job relevant abilities, knowledge, experience, ideas, energies, and commitments (Schermerhorn, 2010, p. 296). Human Resource Management (HRM) involves five functional areas such as staffing, human resource development, compensation and benefits, safety and health, and employee and labor relations (G.C.U., 2010, p. 2). According to Schermerhorn HRM is the process of attracting, developing, and maintaining high quality workforce (Schermerhorn, 2010, p. 296).

The organization selected for this paper is a financial institution that is in need for certain changes in order to attract, develop, and maintain quality workforce. This financial institution should consider changes that would develop, improve and increase organizational effectiveness and employee satisfaction, problem solving, and their ability to survive in a competitive and constantly changing environment; aimed at reducing job dissatisfaction, turnover, and employee alienation arising from repetitive and mechanistic tasks (Schermerhorn, 2010).

This change is fundamental for the organizations success, given their high turnover and dissatisfaction within their employees. This organization should also consider enriching the job. An enriched job description will attract, increase employees satisfaction, and boost levels of motivation, thus, personal and organizational performance enhancement (Schermerhorn, 2010). Job enrichment could help this organization to attract, develop, and maintain the workforce they need. With job enrichment, the attempt is to build more interesting and stimulating jobs with a higher sense of responsibility, challenge, and achievement; increasing job depth, which allows the employees to be...