Managing Dynamic Environments Organization

Question: Discuss about the Managing Dynamic Environments Organization. Answer: Introduction: In order to ensure the success of an organization it is necessary to hire the right people and training those people in the appropriate manner. Organizational change is said to take place when there is a change in the structural framework of the organization or emergence of new cultural factors within the enterprise. Now in order to cope up with this organizational change the need for an organizational change manager becomes inevitable (Townley, 2014). Hence it is also very important for the organization to hire and place an organizational change manager to make sure that the changes within the organization are properly implemented and the employees on the other hand are adapt to these changes rapidly. Need for hiring the person: As the new business environment is evolving with the passage of time the businesses as well as the entrepreneurs will be required to reframe the process of managing the factors associated with the day to day operations. In the modern day to day workplace change has now become a very common factor. In order to facilitate this change it is necessary to possess a wide range of skill sets, a huge knowledge base and capabilities and by utilising these entire skills one can ensure the increase in competitive advantage of the organization (Berman et al., 2015). Before recruiting a change manager it is necessary to consider the basic needs of a change manager. A change manager will focus on the business planning, strategic framework of the business and thereby deliver operational flexibility and increased competitiveness of the organization. Another key aspect that every changing organization should keep in mind is the difficulty associated with implementing strategic changes within the orga nizations that already possess well established management and long held structures (Akter, 2015). The change managers are recruited to manage all these issues and ensure a proper change management within the organizations. The Person- Organization fit: Here in this case Person Task Fit approach will not be considered instead Person Organization Fit approach will be used. In case of the person task fit, at the primary stage it is checked whether the person is fit for the task or not and accordingly the job requirements are set. The workstations are designed to fit with the workers without any opportunity of adjusting it with the changes in its organizational structure. For the selection of a change manager it is necessary to use person organization fit (Gatewood et al., 2015). This is because an organizational change manager is supposed to deal with the changes within the organization as a whole not only in the context of the task. Therefore, person organization fit will be considered for this instance. The person organization fit is defined as the compatibility between employee and the organization compatibility between these two is established by the ensuring the mutual needs are served by these two (Alvesson Sveningsson, 2015). Selection techniques used: Different types of selection methods are used for filling up different types of positions. Choosing the appropriate technique will help an organization to recruit the appropriate person for the position. The selection technique is chosen on the basis of skills, attributes and the knowledge essential for that position (Brown Osborne, 2012). In this case the most popular selection technique will be used as the traditional technique of selection is easy to conduct and the attributes of the persons could be determined more easily by this method. In this process, at first the written applications are assessed, panel interviews are conducted and referee reports are checked. However, it is not sufficient to take the recruitment decision only based on the selection techniques, there are some excellent methods such as the work samples of the applicant should also be considered. It will help to determine the appropriate skills of the employees (Brown Osborne, 2012). Recommendations about removal of the employee: In order to recommend the company about the dismissal or removal of employees from the organization it is suggested that the organization should take into account the performance of the employees. Based on certain parameters of performance set by the company officials and the alignment of the person with the vision and mission statement of the company, it should be evaluated whether that person is valuable for the organization or not. If the person is adding some value to the company it will not be worth to terminate the employee, however, if that employee is retained it can be expected that that person will contribute in increasing the competitiveness of the organization. Reference List: Akter, S. (2015). Recruitment selection process of Interspeed Marketing Solutions Ltd. Alvesson, M., Sveningsson, S. (2015).Changing organizational culture: Cultural change work in progress. Routledge. Berman, E. M., Bowman, J. S., West, J. P., Van Wart, M. R. (2015).Human resource management in public service: Paradoxes, processes, and problems. Sage Publications. Brown, K., Osborne, S. P. (2012).Managing change and innovation in public service organizations. Routledge. Gatewood, R., Feild, H. S., Barrick, M. (2015).Human resource selection. Nelson Education. Townley, B. (2014). Selection and appraisal: reconstituting.New Perspectives on Human Resource Management (Routledge Revivals), 92.