Human Resource Management Plan For Organizational Change: A Case Study On Rogers Wireless

Rogers Wireless: A Brief Overview

This report intends to present a human resource management plan in a situation of organizational change. From the perspective of HR manager, this paper will set up strategies, which are going to be approved by CEO of the company. The chosen business organisation is the provider of undisputed telecommunication services across Canada, Rogers Wireless (www.rogers.com, 2018). In the due course of this paper, the role of a HR manager will be highlighted as he/she carries out important responsibilities during organisational change. A HR management plan will be prepared following a discussion on organisational details.

Save Time On Research and Writing
Hire a Pro to Write You a 100% Plagiarism-Free Paper.
Get My Paper

The journey started when the owner of the company purchase one of the eminent wireless network Fido. Additionally with the acquisition of Chatr wireless network the territory of the company extended. It was the first telecommunication company to carry iPhone across Canada. As per the theory described in McGuirk, Lenihan and Hart (2015), innovation is the key to attain competitive advantage for them. The company believes in setting long-term goals and at the same time develop the workforce for future challenges. In the last economic year, the company contributed almost $14 billion to Canadian economical ground. Not only has the company provided job to 25,000 eligible candidates, but also it has taken some praise worthy initiatives regarding social and environmental sustainability.  The consumption of paper has been reduced up to 50% annually and most importantly out of the profit figure, it has contributed a large amount to NGOs for charity for social welfare.

Rogers Wireless aims to connect Canadians to a world full of opportunities and the unforgettable moments, which matters the most in their lives.

The company aspires to develop by establishing an excellent future through digitalization for entire Canadian community.

In order to fulfil the vision they focus on innovation and long term organisational objectives as mentioned before. Workforce is being trained to provide best possible telecommunication services. In order to do that company believes in teamwork. As far as innovation is concerned, as described in Hossain and Suchy (2013), customers’ requirements are considered with highest priority to establish a trustworthy relationship by serving them quality product and services.

Save Time On Research and Writing
Hire a Pro to Write You a 100% Plagiarism-Free Paper.
Get My Paper

Rogers provides business communication services and IT solutions to customers in different scales. The company helps in connecting people worldwide as it allows them to operate interaction in a more undisturbed and efficient way at an affordable budget. Every year the rate of several business organisations and individual home cable users are increasing in terms of availing benefits from Rogers.

HR Management during Organizational Change: Responsibilities and Strategies

As per (www.rogers.com, 2018), Rogers’s solutions regarding security protect a firm’s IT infrastructure from the different characteristics of virtual threats. The use of smart sensors has been noticed while delivering IoT solutions (Internet of Things) to help the customers increasing efficiency in operational activities.  Besides, managing companies’ IT infrastructure such as managing the communication within an organisation with various software and tools; and high performing connectivity services have made the firm extra ordinary within telecommunication industry of Canada.

The company stands in position of 19th largest telecommunication company and recruits nearly 20,000 employees every year depending on the annual revenue and increasing demand of maintaining undisturbed communication.

Organizational change is important to respond against the dynamic business environment and to fulfill the aspiration of growth. Acknowledging the ongoing uncertainty, as per several researches conducted on organisational change in telecommunication industry, like elaborated in Higgs et al. (2014), the human resource department is one of the major stakeholders of a business firm.  It carries several responsibilities while an organisation is going through a change to maintain the success. In order to change the management related aspects, as per Bolden (2016), the department plays crucial role of a leader, as they have to recruit and develop future executives to confront with the major challenges in such a dynamic business industry. The main task of HRM is to manage workforce by arranging effective training sessions and benefits. Further, as described in Godemann et al. (2014), it works to enhance the capability of them by recruiting fresh talents with higher qualification.

As the company is on the verge of executing plan of extending its business to emerging Asian market, the purpose is to serve Asian consumers with high quality IT services, managers and executives of Rogers have to plan an organisational change to succeed. It has been noticed that telecommunication industry is expanding keeping the tech-savvy Asian population in centre. In order to explore this opportunity, and considering the growth a change management plan has been proposed to modify the managerial practice of organisation. In this context, as described in Chappell et al. (2016), Kotter’s eight-step model has been followed.

  • The first step is to create an urgency through effective communication among all the employees. The company needs to be feel motivated and have to build an approach of working together towards the change. Communication is not merely to convey the objective, discussing about competition and revenue. The subject must be the change company want to proceed with in future. In this case, Rogers wireless can talk about increasing potential of telecommunication business in Asian countries at the same time managers must address the market competition as well. Human resource must be developed in order to exploit opportunities. Not only the employees but also customers, industrialists and shareholders must understand the requirement of growth and organisational change.
  • Second step demands to change the coalition, which means leaders have more responsibility than managing change. They have to lead it creating several situation of urgency. Mangers must identify leaders in its true sense. Employees, targeted customers base can lead a business truly. Simultaneously, HRM practices must be effective enough to recognise the weakness of different departments and develop them according to the market need of Asian telecommunication industry.
  • In order to plan the change mission, vision and values must be determined for the new business proposal. According to that, strategy must be created for market entry.
  • Determined business vision is important for creating and executing the strategy. That is why, vision must be communicated within the organisation whatever has been modified for the expanded territory. While proceeding with this method, managers and HR executives must address both the customers’ and employees’ concern and issues. Training and performance must be critically supervised for delivering advanced IT services.
  • Recruiting effective employees and managers for the new business proposal is as important as creating, an obstacle free organizational structure and plan of transformation. Asian countries have immense competency as far as telecommunication field is concerned. Although, preferences of customers are varied as well. Competition can be strong with the native and existing companies yet plan of acquisition or holding a partnership would be a positive approach to remove the obstacles.
  • Instead of setting long-term targets from the initial stage, managers must stick to short-term goals. Investment in small projects would be helpful as far as both the capital and human resource are concerned.
  • After achieving every small targets company may learn and try to understand market response. The idea of continuous improvement only can successfully implement a change management plan.
  • The success of the organisation can create a remarkable example in corporate sector. Talking about the progress, communicating the successful venture to new employees and facilitating the employees’ contribution publicly will enhance the company goodwill and market position. Creating plans for sustainable development would be smart enough.

Apart from handling recruitment and training, there are several new duties of HR managers and executives such as carrying out the responsibilities of decision-making and sharing opinions while company is going to decide something important (Grant, 2014). According to Cameron and Green (2015), Change management involves three phases: unfreezing, changing and freezing. These three phases of Lewin’s framework, if can be managed effectively by HR department mostly the company can experience flawless execution of operations, high intensity of both the productivity and adaptability among workforce. The conflict reduces with the growth in a positive way.

Conclusion:

Based on the above-discussed facts, this paper concludes stating that HRM of Rogers has several responsibilities to carry out in case of organisational change. Organisational change occurs when the company wants to adopt new strategies, policies or technological innovations. According to that, HR department must recruit and train employees to carry out the newfound responsibilities effectively. Change in managerial practice may occur as well when the responsibility of HR department expand from managing people to share opinion into the matters of essential decision-making process. Appropriate execution of responsibilities within HR department (effective recruitment and adequate training); help to implement change more smoothly avoiding mistakes and consumption of excessive resources.

References:

S., Higgs, M., Kickert, W., Tummers, L., Grandia, J., & Van der Voet, J. (2014). The management of change in public organizations: A literature review. Public administration, 92(1), 1-20.

Bolden, R. (2016). Leadership, management and organisational development. In Gower handbook of leadership and management development (pp. 143-158). Routledge.

Cameron, E., & Green, M. (2015). Making sense of change management: A complete guide to the models, tools and techniques of organizational change. Kogan Page Publishers.

Chappell, S., Pescud, M., Waterworth, P., Shilton, T., Roche, D., Ledger, M., … & Rosenberg, M. (2016). Exploring the process of implementing healthy workplace initiatives: mapping to Kotter’s leading change model. Journal of occupational and environmental medicine, 58(10), e341-e348.

Godemann, J., Bebbington, J., Herzig, C., & Moon, J. (2014). Higher education and sustainable development: Exploring possibilities for organisational change. Accounting, Auditing & Accountability Journal, 27(2), 218-233.

Grant, A. M. (2014). The efficacy of executive coaching in times of organisational change. Journal of Change Management, 14(2), 258-280.

Hossain, M., & Suchy, N. J. (2013). Influence of customer satisfaction on loyalty: A study on mobile telecommunication industry. Journal of Social Sciences, 9(2), 73-80.

McGuirk, H., Lenihan, H., & Hart, M. (2015). Measuring the impact of innovative human capital on small firms’ propensity to innovate. Research Policy, 44(4), 965-976.

www.rogers.com. (2018). Cell Phones and Plans | iPhone and Android Smartphones | Rogers. Retrieved from https://www.rogers.com/consumer/wireless