BUSM2193 Managing Change
Case 2: Autoliv Australia
Question 1
Schuler and Jackson (1987) propose the model of Human Resource Management as the business strategic policies and practices of the organization. This framework is to achieving competitive advantage in different industry condition. They argue for fit in different industry condition and business strategic. It includes innovation, quality enhancement and cost reduction. This business strategic associated with particular employee role behaviors and HRM policies and practices.
Autoliv has introduced to facilitate, the business strategic to continue changing, that means the way in people work and different with the other competitors. We can prove that in the National Union Workers; Autoliv encourage an open and frank communication exchange throughout the company. It let the top management to achieve its objectives by establishing a company culture reinforced by strong corporate values and ethics, Management should commit the goal and objective of company with the HR policies and practices with the organizational. The business strategies were aligned with HR strategies.
HRM practices can increase the organization’s competitive advantage by maintain the professional training for all skilled workforce. These develop a performance management system to support the competencies innovation.
HRM developing HR strategies, policies and practices, putting the change strategy into action and making the changes requires devolution on the commitment from the top of the organization.
1. Job Design: Autoliv introduced change in many ways which people work that different from competitors. To ensure the company strategic focuses on quality, flexibility and customer focus.
2. Recruitment and ...