high turnover human resources strategy model in action

Part 1

• Unexpected High-Turnover Scenario

For this discussion, you should assume the role of vice president for human resources of a large U.S.-based corporation. The organization has had a spike in turnover within a critical division of the corporation currently engaged in work that could revolutionize the market. The organization’s annual leadership climate (leader behavior and treatment of direct reports at all levels) and employee satisfaction (compensation, conditions of work, opportunities, and areas of concern) survey is within two weeks of being deployed. The survey is intended as a census and not a sample; all employees will receive one. Respond to the following:

o What might HR do to determine the reason for the turnover?

o What changes might HR want to make to the survey?

Part 2

• Human Capital to Human Resources Strategy Model in Action

You have just graduated with your MS in Human Resource Management program and are the director of HR at CapraTek. Your organization’s success is actually having some unintended consequences for the board of directors, as the company’s new reusable materials have now been purchased by NASA and many other private firms. The CEO is worried about the future of the organization. He is concerned he may lose employees, including senior scientists, and he does not know how to prevent it. You are ready to make a major change to address the future needs of the organization, and you have a great deal of leeway regarding how to approach this situation. Respond to the following:

o How can you use the Human Capital to Human Resources Strategy Model in this CapraTek scenario? What elements of the model will you use?

o Consider the reactions of current employees and leadership in your response. Provide depth and detail for your approach in handling this human capital management situation.

Part 3

Think about a change process that you have experienced a downsizing, an acquisition, an introduction of new technology, the replacement and introduction of a new leader, being put in a new group, the creation of a new enterprise, and so on. Or think of a personal change, such as a change in relationship or a new job.

Use the principles of Whole System Collaborative Change and the formula: D x V x F x S > R.

â–ª D is desire.

â–ª V is vision.

â–ª F is first steps.

â–ª S is supporting mechanisms.

â–ª R is resistance.

o Write a one-page analysis describing D, V, F, S and R, and describe how these factors helped create change, or describe what was missing that made the change difficult.

o Imagine you are the consultant and make recommendations about what was needed to overcome the missing element.

 

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