Introduction
The need to update the change management project at Atlantis Global Corporation (AGC) is accompanied by the need to address the associated challenges arising from feedback. The main aim of the executive report is assessing the plan and operations accomplished. The report offers a summary of the importance of management approaches of human capital, several complications linked to the supervision process, leadership styles and how they influence the culture of the organization, steps used in controlling change, diagnostics, analysis of data, scheduling and interventions methods used.
Value of Implementing Strategies of Human Capital management
AGC can compete effectively both at the global and local levels with practical strategies of managing human capital. The corporation should not operate in silos and should ensure that the mission, visions, and objectives of the organizations are integrated into the different departments and multinational units. These strategies will also be aligned with the business tactics to promote positive outcomes (Holbeche, 2001). Various human capital management methods should be implemented at AGC. The first one is integrating technological advancements to improve organizational communication. The second method is addressing the economic and political effects by implementing revised HR practices founded in equitable pay laws, right laws, labor laws, and other regulations related to employment. The third approach is attracting and retaining top talent at the company (Senior & Swailes, 2010). The last strategy is supporting culture diversity by maintaining high-performing cultures, thus promoting mutual respect and sensitivity towards each other.
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Possible Problems Related to Human Capital Management
There are numerous difficulties identified at AGC, and they are adequately addressed. These issues are intercultural interaction problems, diversity and multiculturalism, the dissatisfaction of the workers, performance issues, political and regulations issues in the host nation, and issues of retention and motivation of workers (Buckley et al., 2019). There are several tactics implemented to address these issues. The first one is effective management and leadership methods applied in enhancing competence, skills, and knowledge of workers at AGC (Winkler, 2010). AGC pays attention to implementing proper HR practices, which include rewards, training, benefits, and education. There are educational programs at different levels offered to workers. The last approach is considerable improvement seen in change management practices.
Effects of Leadership Styles on Organizational Cultures
Since AGC opened its subsidiaries in South America, Africa, and Asia, it creates a requirement for shared leadership strategies. The culture of an organization greatly affects the type of leadership style developed, with AGC impacting the transformational leadership style, which is a success at the international level (Senior & Swailes, 2010). The style prompts leaders to motivate the workers, and the end result is improved performance and productivity.
Change Management Plan
Diagnostic Methods
AGC applied different diagnoses guided by data collected from individuals working for the company at different locations. The data collection approaches involve interviews, observations, and questionnaires. Data is analyzed using qualitative and quantitative techniques. Feedback data is also used in diagnostic measures. Diagnosis is considered as an essential approach in planning change; thus, AGC should conduct an exact diagnosis.
Data Analysis
Analysis of data at AGC concentrated on qualitative methods implementation for data analysis, gathered in the diagnostic approach. Such data included financial, the performance of employees, human resource programs, leadership, human capital, achievements, organizational culture, and management data.
Analysis of the Root Cause of the Problems
The root causes examination was built on diagnosis information, and different problems facing AGC were identified. The first issue was poor management methods of human resource emanating from poor intercultural communication. The second problem is poor leadership and management practices. The third issue is poor management of human capital and the lack of proper programs for reducing workers turnover (Buckley et al., 2019). The organizational culture is not developed and lack of management of human capital at the home and host nations.
Action Planning
Action planning was carried out depending on the findings of the diagnostic approach. AGC planned their actions by deciding on crucial changes in the structure and culture of the organization and align them with organizational goals. Designing and implementing the actions planned depended on the needs of the company, with key actions aimed at addressing the top organizational problems (Senior & Swailes, 2010). The plans also included individuals responsible for completing each action and the timeline provided.
Interventions Implemented
Improvements in human resource management improving the leadership as well as management practices
Intervening in managing human capital
Development of programs that were aimed at reducing workers turnover resulting from stress, poor direct supervision, and hostile interpersonal working conditions.
Interventions of improving the culture of the organization
Strategies to enhance human capital management at the local and global levels.
Measuring Effectiveness of the Plan
The change management leaders at AGC were responsible for measuring the effectiveness of the program. The measurement was done depending on each area that required improvement in the company. The measurements help to identify the areas that required development at AGC. Communication was the key area that needed to be enhanced as it would prompt an understanding of the mission, vision, and needs of AGC. Communication would also enhance the action planning and implementation process, thus increasing the outcome.
Next Steps at AGC
The process enhanced the productivity and performance of both the workers and AGC. The next step would be ensuring that the changes implemented were regularly measured to ensure their effectiveness and making necessary adjustments where required. Since AGC gained access to new markets, they should aim at promoting diversity and intercultural competence to ensure that the company maintained its competitiveness in the global market.
References
Buckley, M. R., Wheeler, A. R., Baur, J. E., & Halbesleben, J. R. (Eds.). (2019). Research in personnel and human resources management. Emerald Publishing Limited.
Holbeche, L. (2001). Aligning human resources and business strategy. Oxford, UK: Butterworth-Heinemann.
Senior, B., & Swailes, S. (2010). Organizational change (3rd ed.). Upper Saddle River, NJ: Prentice-Hall.
Winkler, I. (2010). Contemporary Leadership Theories: Enhancing the Understanding of the Complexity, Subjectivity, and Dynamic of Leadership. Springer Science & Business Media.
