CHANGE IN WORKPLACE ATTITUDES
of the change as the employees are more motivated. They will feel more like part of the organization and also there may be an increase of positive attitude due to the management style change, which may mean that management is more approachable
After the change has occurred the effectiveness needs to be evaluated. The change in human resource management could be measured by such factors as productivity, the number of staff absences, profit and losses, and motivation and employee participation. The success of the change is measures by the key performance indicators qualitative and quantitative. It is important to produce both quantity and quality. For instance and organization concentrating purely on quantity without quality may result in having large amounts of rejects, and therefore will require rework, which is time and cost consuming.
The organization Tripac have used the indicator of productivity to show that the change has been successful. The indicator shows that they have made more than one million dollars within the change (outsourcing) and also their output has increased up to almost fifty percent. Tripac could also use benchmarking to compare its own outcomes with those that have also been in a similar situation. Tripac uses both qualitative and quantitative measures, as evidence it shows that their produce rejection rates have fallen thirty seven percent while their out put has risen.
Tripac has had a change in their human resource policy. They have outsourced its entire workforce, and no longer have a human resource department. There were pressures that were not in favour of this change aft Tripac. The union disagrees with outsourcing as they argue that the organization treats them as ‘second class labour’, that is they never get to see their employers. The disagree with the concept as the staff now do not receive extras that permanent staff receive, such as holiday pay, annual leave and sick pay.
The change was brought about at Tripac when they started loosing money, and by following the trend of the U.S, it outsourced its staff so they could now concentrate on producing instead of its human resources. As a result of this change their looses became profits. Certain activities have changed due to the change. The major change would be the recruiting, maintaining and terminating of staff, on account that it is now done by the employee-0leasing firm (Elblue) which acts as Tripac's HRM. The structure has also changed, as now the staff structure is now a more flexible workforce compared to before.
Overall the change at Tripac was effective and successful as it achieved its objective of turning its losses into profits.