@ 2010IntroductionI sincerely acknowledge your industry fair trip to America. I believe that our Board of Directors is people of high integrity who accept any positive change to the company. You may decide to put your proposals through different types of changes. These changes include; Changes in technology, structure and strategy. However, as you try to bring your human resource manager I understand that employee involvement and participation is typically a major component of the bundle of practices associated with high commitment or best practice. In this study we will focus on each of the changes in regard to people management issues such as skills, performance, attitudes, behavior and culture.
Changes in technologyI kindly understand that from your fair trip in America that issue of technology was the centre stage of every debate or discussion. As Corrie Niemann of people works 24 says that a quantum leap in connectivity technology is altering the nature of human resources information systems which will slash the costs of managing Human Resource functions. I agree with on this particular issue of having an e-HRM. The foremost thing is that it will make us remain competitive and relevant in the job market.
We are likely to end up being the most reliable company in the region. Venter (2003). - RecruitmentOn this I believe that use of electronic recruitment process can be of great advantage to our company in the sense that it reduces costs and minimizes time used to hire new employees. We should therefore upload our business units such that the job specifications are found on web. An added advantage to our company when we use e-recruitment system is that, when new job seekers are trying to apply for the advertised job on internet we can sell our company products, services and policies through the web Venter (2003). However it is not a guarantee that all the employees in our company would agree to the same issue.
We are likely to face resistance and denial from the side of the workers. But this should not act as a demotivating factor instead we look on way of trying to solve the issue of bad attitude form our employees such as firing or ignoring their grievance as notes Peter de Jager a provocative speaker, writer and consultant. e- SelectionIf we succeed in achieving an e-recruitment system we know select the applicants who meet the job specifications for m those who have applied.
Venter (2003). This means that we don’t need to send any letter or make regarding a successful applicant nor to an applicant who receives a regret letter. Such a process of selection will make our company is above criticism in terms of interviews. The strength of the applicant can be assed online and this definitely saves us of time and is fare to the applicant’s expenses of travelling to the company. Our staff may not agree with the whole deal and they might argue that the interview would be subjective and that corruption will be manifested.