Strategic Choice in HRM Case Study Example | Topics and Well Written Essays - 2500 words

Strategic Choice in HRM - Case Study Example The company will also conduct employee redeployment, an activity whereby workers are moved from one working environment to another. The reasons for reassignment will be to increase efficiency, to reduce costs or for the purposes of trainings to build on the skills workers. Redeployment and retrenchment of workers cause’s stressful conditions to the employees as there remain uncertainties about their future in terms of security of their current occupation. During the redeployment process, employees are expected to maintain their performance under the changes in the workplace cultures, organisational structures and changes in the role they play in their works and responsibilities. Job insecurity is termed as being cross-sectional, moist researches are conducted either after the redeployment has been conducted or during the time when the affected individuals are trying to cope up with the new job environment. Therefore, it remains to be known how the workers manage to cope up wit h the extensive change of environment and how it correlates to the different stages of redeployment. In addition, it remains unknown how different individuals or the organisation cope up with the impacts of redistribution. Job uncertainties affect an organisations cultures; redeployment entails that in every point in time there shall be a new face in the team (Koontz 2009, p.179). The cultures may be different from their new organisation; consequently, this will impact the healthy organisation culture that had been put in place before the initialisation of the process of downsizing that affects the employee. Redeployment without a pay increment is a form of discouragement to the employee. However, modern managers have instituted a program of redeploying workers where they accompany them with a salary increase. Standfast Insurance has a plan to loan its workforce to another company.