PAINE PLC

Paine plc - The People Challenges Of Internationalisation



Reflective Summary (200 Words)

Drawing on examples of good practice? I talked about the steps that Payne international human resources manager should take the following actions? which appear in the case for the management of this kind of risk before and after the completion of the transaction. In addition? I represent? that the integration of disciplines in the field of human resources and management of business risks? HR risk management can optimize productivity and contribute positively to the bottom line of any organization. Working together? business risk managers and HR leaders can create a very effective approach to climate change? which minimizes damage to the organization and working recovers.

On the other hand? in the case of two based on the change management literature? I reviewed the challenges faced by Payne in the reorganization of its U.S. and German operations. This shows how organizational justice reasons'? which actually means just a process? can influence the development and implementation of the proposed changes. At the end of this case? it was felt that the best way to handle this is to break it into pieces? and the organization for that necessary evil? and the Committee? Mange changes. Like any major project? the first step is to organize and plan. This is a strategic plan? and it should not get out of the head? but? rather? from the organizational change management team? drowned in each department and each level within the company.

Paine plc - The People Challenges Of Internationalisation

Question 1:

Most of the risks involved with many businesses are related to people and human resources (HR). As more business leaders recognize this? "HR risk management" is a concept that will become an integral part of the process of overall business risk management (Gilley? 2001). Business risk management traditionally has not focused on people? although people are at the core of managing any endeavor. Instead? business risk management focuses on such things as policies? procedures? planning? and bottom line results of business activities. Risk managers? however? are becoming increasingly aware of "people issues?" particularly as they relate to change (Gilley? 2003).

By integrating the disciplines of human resources and business risk management? HR risk management can optimize productivity and contribute positively to the bottom line of any organization. Working together? business risk managers and HR executives can create a very effective approach to change that minimizes harm to the organization and revitalizes the workplace.

Under the HR risk management concept? HR professionals will adopt the techniques of risk managers and hold themselves responsible for managing the value of human capital assets within their organizations (Berger? 2004). The questions they should seek to address are along the lines of the following:

Does our board communicate clear objectives to staff?

Do we support the business objectives and risk management/internal control system by creating an appropriate culture? code of conduct? set of human resources policies? and performance reward system?

Do our own people and our external providers have the knowledge? skills? and tools to ...