The Impact Of Change Management On The Workforce

Organizations are continuously under pressure to adapt to changing circumstances, such as changing client wishes, new policy developments, and the introduction of social media. While it reaches to change there is a matter of suspicion, should be looking at the main role that the leadership and change management can play in supporting Workforce. Before we launch inside details of how the leadership and change management can facilitate the conform of change in the human resource sector, it should be mention that change management is a major participating in employees capacity to change and adapt. When the companies are continuously under stress to adaptation to changing circumstances. It’s time to Indicate to that the human resource management needs to motivate to seek for the employee who can work as a motivated and who can encourage others to collaborate in change initiatives. Even if employees are generally willing to change, the change process can be a stressful burden.

Saudi Arabia adopted the vision of the Kingdom of Saudi Arabia 2030 as a method and a roadmap for economic and development work in the Kingdom. The vision outlined the Kingdom's policies, objectives and commitments, to be a pioneering model at all levels. In line with the vision of the Kingdom of Saudi Arabia 2030, some ministries, agencies, institutions and public bodies have been restructured in line with the requirements of this stage, achieving efficiency and effectiveness in the exercise of the State's functions and competencies fully, and improving the level of services provided to the beneficiaries to a prosperous future and sustainable development. The Council of Ministers has assigned the Council for Economic Affairs and Development to develop the mechanisms and arrangements necessary to implement this vision and follow up. The realization of Vision 2030 is based on the success of a package of programs approved by the Government that aims to meet the requirements of sustainable growth. The privatization program is one of the government's main approaches to achieving its objectives, which involves strengthening the role of the private sector in providing services such as health, education, transport and municipal services. Privatization has been a challenge for some ministries, including the Ministry of Transport and specifically airports, since the change from a government system to a special system means that the organization moves from a subordinate department to a ministry that applies decisions to a company that makes its own decision. This caused a gap that required companies during the transformation to rebuild their organizational structure. Restructuring organizations put leadership under pressure to find solutions to fill the gaps they face.

In this case study, we will focus on a company that has recently been transformed into a private company, Dammam Airports Company, and we will examine the changes that the leadership has undergone under change management and the acceptance of employees for the new transformation. To gain a high success in change management role should develop the organizational strategies in the company. Regarding the workforce, the policies and instructions are prepared towards obtaining the best of them. This case study presents the impact of change management on the workforce by showing how can that management encourages employees’ vitality after privatization program.

All organizations need to embrace a method to the change which measures their needs situation, and which combine both the culture side of change and the constructional. DACO airports company was one of the organizations participated in the privatization, which transferred from the government sector to the private sector. Privatization is a program for reforming the economic situation. The significance of privatization is based on decreasing government expenses and diversifying the economy to support the role of the privet sector. The influences of privatization on change management and the workforce are very visible. It can be observing the Privatization effect on the labor force positively or negatively. By looking to the positive impact on the labor force, assuming that the private sector will create more job opportunities in the context of its interest in raising productivity and efficiency. On the other hand, the privatization policy may lead to some layoffs.

Under the circumstance of privatization, what does the key role of change management maintain the level of performance of the employee in addition to the development and promotion and non-termination of services workers?

During the privatization process many transformation and changes has accrued that comes with many faults and overlooked factors and issues, it may look at the beginning as a minor but as the business continued and grow it will show significant failure from leading ship and management change perspective in DACO, there are several areas that need to be highlighted and alerted to fix and avoid major failure and decline of services provided by DACO.

1. After transformation to privatization, managements need to have employees that are able and willing to change, learn and develop with respect of some existent employee age and experience period in the company. All organizations with objectives and goals that lead to success seek a good employee that can achieve these goals with high performance training and development is required to make sure that the organization and employee have the same path and goals to be accomplished. It’s also important to make sure that the employee can bench mark other successful methods to applied at their organizations. being an employee who is able to be developed and trained is the major successful adaption of any organization transformation and change.
2. Removal and dismiss significant number of employees that are in a misfit or inefficient that became an overload for the organization because their salaries was related and linked to their job period not linked with their experiences and educational background since the transformation. DACO still suffer from disposition and massive inefficient employment, as disposition and its situational factors is concerned as one of the major failures influence for organization. As a result, the employees will miss the major objectives of the organization to achieve if they don’t fit for the position itself as apart off full procedure.
3. It’s a burden responsibility on managers to specify the actual number of required employees to recruit, since the changes of goals and structure of the organization (from governmental to profitability). As this change accrues, DACO needs to link the number of employees with the needs of expansion. It’s one of the manager’s responsibilities to design a specified structure that contains several functions related with specific responsibilities to be filled supporting the final objective of the organization. Getting back to the beginning, management have to clearly defined roles and responsibility needed will enable them to identify the type of people they will be required to fill this need, so they can proceed to targeting and hiring the most fit, qualified and efficient candidates for the job.
4. The challenge of acquiring new, active required work force that help to develop and improve the work environments and group work achievements, as required from the management to change improve the current process of recruiting as they change the organization structure. This should come with a process of recruitment, hiring, training and retaining of the right people as members of the organization to fill each position. This process is not limited to choosing the right people to match the right job basic skills knowledge. It must involve defining roles and responsibilities, management need to know exactly who they are hiring looking to other aspect as motivation, future career plans and personality.
5. To create organizational culture between all levels of employees and share it activates it and deploy it aggressively (no current organizational culture). This need came important to the employee since the organization was governmental and became private which lead to confusion picture of the organization between its members. The importance of organization cutler came as it’s mostly the element that drives and guide the organization and its members. It’s also the base of the operational environment that influence every employee moves to achieve the goal that was set to meet the general objective. The standard that measure the employee and organization performance is measured comparing to the organization culture environment.