Diagnosis: AGC Challenges, Diagnosis & Conclusions - Essay Sample

Diagnosis: A summary of AGC's problems, how they were diagnosed, and your conclusions regarding the root causes.

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Globally, companies encounter enormous set challenges as they strive to secure a market share. These challenges go in hand with priorities and responsibilities, unlike for the domestic companies (Baron & Armstrong, 2007). Concerning the formal request, delegated to me by the Board of Directors concerning the issue of AGC status update on my change management project. There will be a need for vital interventions through the steps followed in recruiting, globe staffing, and training of staff members (Lenihan et al., 2019). AGC Company struggles with the organizational management structure. Primarily, human capital management is responsible for hiring, training, retaining, and managing (Cho et al., 2010). Human capital management plays a vital role in recruiting procedures since it ensures the hiring of professional individuals that deserve to be associated with the organization. Recruitment of the appropriate personnel contributes much to the company in the long run (Baron & Armstrong, 2007).

With the present organizational cultures of AGC, it would be of significant working together as required. The main challenge is finding out which subsidiary branch is failing due to variation in cultural practice that differs from one locality to another (Cho et al., 2010). AGC's assumption of a unified culture and placing of key personnel in the leadership posts from the headquarters posed a significant problem in operation by spending a lot of capital in the subsidiaries. Through training programs, AGC did not incorporate the idea of cultural diversity through the subsidiaries (Cho et al., 2010). Besides, AGC failed to applaud its employees with their commitment, which demotivates the employee. Administrative, regulatory laws can also be another significant problem encountered by an organization; thus, employees might opt to resign and leave the job, which eventually might lead to closure. In conclusion, AGC failing to keep the focus on these challenges; there are high chances that the company will be spending much resources and time through recruitment processes and training in which the production processes will be interrupted as well.

Intervention: A description of human capital management strategies that you recommended to create change at AGC and how they were implemented.

Establishing appropriate intervention strategies to effect a change in AGC management would be essential. Interventions are made about company needs. AGC has to incorporate the outlined interventions and implement appropriate for business growth (Lenihan et al., 2019).

Customer satisfaction data gathering- a good strategy in data collection can be a useful and valuable method of intervention. This is the critical resource that existing businesses utilize since they source much information concerning their products and also get to have a clear picture of their customers' take about their products and what they want or need. This tool promotes a better understanding of customers' views, and also their competitors' share in the market (Lenihan et al., 2019).

Dialogue and internal communication- there is a need for engagement in a discussion concerning the root causes of the problems encountered in the business. Through such a conversation, the AGC Company will be in a position to establish a broader view concerning the sense of possibilities. Besides, the cultivation of the right mindset is also another framework used to create a positive culture where the employees are free to speak up and share their newly invented ideas. It ensures continuity in business growth (Lenihan et al., 2019).

Equipping employees with appropriate tools to adapt- with the global changes and also about AGC subsidiaries establishments employees would be able to fit in dynamics through the business if they were equipped with the right tools. This would ensure continuity in operation, thus flourishing of AGC. Investing in the right technology would also be an effective way of ensuring the employees are suitable for these changes (Lenihan et al., 2019).

Evaluation: How did you measure the effectiveness of your change management plan? What were the effects on the employees and the organization's market performance?

Changes in the management have to be paired with structured measurement in determination of the effectiveness. Application of change management metrics can facilitate the development of visibility and clarification needed to portray the effectiveness of AGC organizational change efforts (Whitaker & Wilson, 2007). There are different methods that AGC can employ in determining the effectiveness of the change management plan:

• Defining of AGC set objectives,
• By identifying particular indicators used to determine the success and effectiveness of the management strategies,
• Conduction of management performance assessments periodically,
• Gathering of information from their employees concerning the management effectiveness strategies,
• By evaluating the manager's capabilities in balancing both the external and the internal demands of the company
• By comparing the responses of the management to those from their subordinates and lastly,
• By keen observation of employee retention trends.

Conclusion

In conclusion, through the application of cross-cultural practice in the AGC, the company has been of significant impact since the company is in a position to collaborate and create diagnosing concepts and evaluate strategies in finding solutions and determining the way to move forward. We agree that in the process of pointing out opportunities for global staffing improvement and strategies through recruitment tend to differ at these levels of globalization.

References

Baron, A., & Armstrong, M. (2007). Human capital management: achieving added value through people. Kogan Page Publishers.

Cho, K., Gill, S. B., Gitonga, K. W., Hong, S. W., Macias, R., Meyer, J. P., ... & Ellinger, A. D. (2010). Human resource development, organization development, organizational learning, and organizational effectiveness: all needed more than ever: Tim L. Reynolds interviewed.

Grenade, K. H. (2012). On growth diagnostics and Grenada. Journal of Eastern Caribbean Studies, 37(2), 46-84.

Lenihan, H., McGuirk, H., & Murphy, K. R. (2019). Driving innovation: Public policy and human capital. Research Policy, 48(9), 103791. https://www.sciencedirect.com/science/article/pii/S0048733319300940

Whitaker, D., & Wilson, L. (2007). Human capital measurement: From insight to action. Organization Development Journal, 25(3), P59.