ORGANIZATIONAL ANALYSIS (OA) AND HUMAN RESOURCE MANAGEMENT (HRM)

Organizational Analysis (OA) and Human Resource Management (HRM)

Organizational Analysis (OA) and Human Resource Management (HRM)

Introduction

The case focuses on the development and utilization of the human resources of Google through proper planning and management. It emphasizes the need for organizations to shift from their current manpower situation to their desired manpower position through HR planning (McConnell, 2007). It also examines the problems faced by companies that failed to recognize their anticipated future needs in terms of employee skills and training. The case throws light on the need for motivating sales personnel so that they perform to the best of their abilities.

The company was also having some recruitment issues. Google reported difficulties recruiting and retaining new workers. Approximately 9% of direct support positions and 5% of first line supervisor positions were vacant at the time of this survey. This represents an estimated 2,872 direct support vacancies (1,426 FTE positions), and 119 first line supervisor vacancies statewide. On an annual basis, with turnover rates in small residential facilities averaging almost 50% annually (Larson, 1996), 15,252 direct support positions have to be filled to replace workers who have left. Additional new direct support workers have to be hired to provide services to the estimated 2,089 new people with disabilities who begin receiving services each year statewide (an estimated 1,295 direct support workers) (McConnell, 2007).

The company also faced the issues in employee's benefits and compensation and the benefits and perks. There were also some issues related to organization like the organizational structure was not much good (McConnell, 2007). The basic training was also not being given to the employees.

Concept of Organizational Analysis

The Organizational Management Analysis (OMA) is an essential element of organizational development. An OMA report presents a compilation of the information obtained from the individual CheckPoint results of a group of managers (McConnell, 2007). The report provides a factual summary of the perceptions of a management group with input from the manager's bosses, peers and direct reports.

The value of the Organizational Management Analysis is in providing a description of where you are now. This has been described as "the fifth point of the compass." The "fifth point" concept means successful management decisions regarding the direction to take a company must be predicated on knowing where you stand now (McConnell, 2007). False assumptions often lead to wasting time, effort, and resources. The OMA report is a guide to future development based on statistically accurate data. When you know where you are and where you want to go, you can chart your course with confidence and certainty.

The Organizational Management Analysis process examines a company's culture and provides insights to the alignment of management groups with the company's goals and objectives. This information is used to analyze the human capital aspects associated with an organization's long-term strategic objectives (McConnell, 2007). The report also provides an analysis of organizational development priorities and defines organizational training needs.

Organizational Management Analysis maps your organization's path to a prosperous ...