Case Study One- Rio Tinto: Redesigning HR Essay

1. abbreviationRio Tinto, an international London based excavation and mineral ships comp either was severely impact by the global recession in 2008. Such an impact propeld infrequent workforce decrements worldwide and de change HR steering had to be brought in chthonian a single umbrella to shroud an orderly and efficient body that would back the organizations future productivity. This newfangled proactive woo to management, utilization of technology, and preparedness of the employees proved to sponsor save the company and set the stage for continued future operations.2. Answer the QuestionsQ1. How did Rio Tintos revamping of HR help with minimizing the potential problems with the lessening in force? The entirety of management to engage in strategic human resource training is what had been revamped in the Rio Tinto organization. Engaging in centralized global readiness, maintaining effectiveness, awareness in military service the topper interests of the entire o rganization, and not carrying appear decentralized single foc personad HR at all(prenominal) sixty undivided business sites was a positive, yet necessary culture shift leading to increase efficiency. The intention to control issues and serve the best company interests were to maintain integrity, hold shine costs (which could constitute been in efficacious fights and clock), sensitivity to those affected persons and business units, and pee a data management system that handles international staffing and taking over planning.What image would an HRIS have to play in managing a RIF?The role of Human Resource Information System(s) in any organization is to give way employee asset visibility to enable management decisions and planning easier. In a perfect world, all employee records from hire to decision time would give a more complete trope on all employees past, present, and future judge to the organization. The comprehensiveness of a database with all the intricacies der isory in to handle future plans, regional requirements,training and education, critical skills, performance data, and succession planning allows managers the ability to see on the button where to eliminate positions and personnel that do not add to organizational productivity.Q2. Without a conformable philosophy, policies, and approaches to reduction in force (or any other disruptions in the future) what would the likely reactions from employees be? The first collective employee reaction management go away see, whether the entire reduction in force plan is revealed, would be that of the union(s) existence up in arms that on that point will be any employees acquiring the pink slip. The on the subcontract efficiencies and reduction in productiveness could occur if employees buzz off disenfranchised and are left wonder on whether they have a job tomorrow. Managers and employees who generally have a pocketable trust issue normally will withdraw from each other, which will prove in work team dysfunctional behaviors and creativity will stalemate. If left to its testify devices, strikes, walkouts, or employee sabotage could become the primitive results of poorly constructed philosophy, policies, and management approaches.3. Describe a Similar Personal ExperienceDuring the mid-to-end of the 1990s, during my vocation in the US Army, we had a reduction in force (RIF) that was conducted very poorly. The perceive best interests (Washington politics) for the organization and centralized decisions were apply without regard for the work units spread across the globe. There was no real use of a common sense approach to succession planning and ultimately we addled an unacceptable amount of mid-level managers that caused a friendship gap that took scraggyly ten long time to correct. At the time, the HRIS was not fully in place with management understanding the capacity of the tools possible in making decisions. Changes since that time have improved in didact ics management to leaders and in the near future, a RIF is on the way with the drawdown by and by we get our forces back here from the spunk East. We should watch and evaluate the historical lessons of the past.