Constant changes in the business environment fosters the need to restructure the organization to meet a firm’s objectives. Aspects such as technology are dynamic, and affect the firm’s efficiency, hence the need for restructuring. While working with an employment agency, the primary goal focuses on providing excellent customer services to both the clients and employers. The three strategies, therefore, selected in the field are a collection of business data, keeping business process work simple and having focus on people and business objectives.
Business data offers insights on various factors that might affect the business and necessitate changes and restructuring. For instance, data on worker performance is evidently utilized to determine chances of profitability. Moreover, feedback given by these employees can help HR to understand future challenges related to employee retention and motivation, among other aspects (Recardo & Heather, 2013). Therefore, using the data is substantial towards having a better understanding of the firm and the restructuring process.
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Keeping the business process work pure plays an integral role in the firm’s management. The HR is expected to understand crucial business aspects, and the simpler the business process is, the easier the HR can relate the same. This leads to prompt updates and restructures, thereby having positive outcomes in the firm. Finally, focus on people, inclusive of staff and and clients, is integral in the restructuring process. According to Cascio (2015), stakeholders within the business offer feedback and comments regarding the firm’s activities, which can help to point out the strengths and weaknesses of the company. In this regard, HR has a vast pool of information that is useful in developing the firm further.
References
Cascio, W. F. (2015). Managing human resources . McGraw-Hill.
Recardo, R. J., & Heather, K. (2013). Ten best practices for restructuring the organization. Global Business and Organizational Excellence , 32 (2), 23-37.
