Case Study One- Rio Tinto: Redesigning HR Essay

1. SynopsisRio Tinto, an international London found mining and mineral comp any(prenominal) was severely impacted by the global recession in 2008. Such an impact forced unprecedented move aroundforce reductions worldwide and decentralized HR watchfulness had to be brought in on a lower floor a single umbrella to insure an orderly and efficient ashes that would support the organizations future productivity. This new proactive barbel to management, utilization of technology, and preparation of the employees proved to helper save the company and pay back the stage for continued future operations.2. Answer the QuestionsQ1. How did Rio Tintos revamping of HR help with minimizing the po disco biscuittial problems with the reduction in force? The entirety of management to suck in strategic human resource planning is what had been revamped in the Rio Tinto organization. zesty in centralized global planning, maintaining effectiveness, awareness in serving the scoop up interests o f the entire organization, and not carrying out decentralized single focused HR at all sixty individual business sites was a positive, all the same necessary culture shift leading to increased efficiency. The intention to discover issues and serve the best company interests were to maintain integrity, hold down cost (which could wee-wee been in legal fights and time), sensitivity to those affected persons and business units, and score a data management system that handles international staffing and succession planning.What purpose would an HRIS have to play in managing a RIF?The role of Human election Information System(s) in any organization is to give employee asset profile to enable management decisions and planning easier. In a perfect world, all employee records from hire to decision time would give a more complete(a) picture on all employees past, present, and future value to the organization. The comprehensiveness of a database with all the intricacies loaded in to h andle future plans, regional requirements, preparation and education, critical skills, performance data, and succession planning allows managers the ability to see incisively w present to eliminate positions and personnel that do not add to organizational productivity.Q2. Without a consistent 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 depart see, whether the entire reduction in force plan is revealed, would be that of the union(s) cosmos up in arms that there get out be any employees getting the pink slip. The on the job efficiencies and reduction in productivity could occur if employees become disenfranchised and are left wondering on whether they have a job tomorrow. Managers and employees who generally have a kid trust issue normally impart withdraw from each other, which will result in work team dysfunctional behavio rs and creativity will stalemate. If left to its own devices, strikes, walkouts, or employee sabotage could become the extreme results of mischievously constructed philosophy, policies, and management approaches.3. Describe a Similar Personal ExperienceDuring the mid-to-end of the 1990s, during my calling in the US Army, we had a reduction in force (RIF) that was conducted actually poorly. The perceived best interests (Washington politics) for the organization and centralized decisions were implemented 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 befogged an unacceptable amount of mid-level managers that caused a knowledge gap that took belovedly ten years to correct. At the time, the HRIS was not fully in place with management understanding the capability of the tools possible in making decisions. Changes since that time have improved in teaching management to leaders and in the near future, a RIF is on the way with the drawdown after we get our forces back here from the Middle East. We should watch and evaluate the historical lessons of the past.