HRMT 620 Week 5 Individual Project

Introduction
The management team at AGC has successfully implemented the change management
plan. The plan was meant to evaluate the organization’s challenges to identify problems for
AGC’s human capital challenges and suggest research-based and data-backed solutions. The
solutions identified provided the organization with solutions for its challenges. Continuous and
successful implementation of the solutions would give the company a competitive advantage.
This is an executive report that evaluates AGC post implementation of the plan. The report
includes a description of AGC’s new leadership style and organizational culture, the potential
internal and external threats that AGC should prepare for in its business environment, methods
for identifying these threats, and the strategies the company can use to protect itself from the
internal and external threats.
Leadership style
AGC now has a transformational leadership style. A transformational leadership style
allows employees to thrive and develop. The transformative leadership strategies applied at AGC
include employee training. AGC now has a human resources information management system
that collects pertinent employee data that AGC relies on to make organizational decisions. The
system gives feedback to both employees and the management: this feedback is yet another way
that AGC’s employees become transformed.
Organizational culture
After implementing the change management plan, the new work environment is highly
adaptive to global cultures. Employees can communicate well with each other in all the

locations. Since the management adopted the new plan, employees are more cohesive and teams
work with more efficiency at AGC. Additionally, the organization has adopted an employee
development culture. AGC dedicates more resources in training hard and soft skills that improve
core competencies and make employees better performers in their work, leading to better
organizational performance at AGC.
Risks
The organization has to consider employee demotivation as a risk (Soraya & Bekti,
2021). The change management plan provided the organization with methods it can use to
increase employee motivation. However, it is also essential for AGC to develop strategies it can
use to maintain such motivation.
Another risk that AGC has to consider is the financial risks involved in training. The
organization must ensure that it does not overinvest in human resource management and leaves
out other business operations areas. While human capital investments are essential but not the
only drivers of organizational success. Therefore, AGC should ensure balanced development and
attention to other organizational activities.
Thirdly, the organization should ensure that measures are in place to plan for future
human capital needs. This means that the organization should ensure that as it invests in the
existing staff, it assesses its operations to forecast what it may need in the future.
External risks that AGC can face is slow integration into global cultures (Budhwar &
Mellahi, 2018). The company has already developed a global culture. However, cultures, even on
a global scale, keep changing, and AGC needs to make continuous investments in monitoring
global cultures and developing strategies for conforming with them as they develop.

AGC has adopted a technological model for managing human capital. One of the adopted
recommendations was a human capital management information system. Using technology to
manage human capital has benefits and risks (Barboza, 2019). One of the most common risks is
cyber threats and the costs of managing and updating the technologies.
Risk identification strategies
One of the methods that AGC can use to identify risk is continuous assessment and evaluation.
Besides giving exit interviews, it is also essential for organizations to identify methods to assess
the levels of motivation in employees. AGC can also use budgets to identify what portion of the
organization’s resources are dedicated to human capital issues. These budgets can be compared
with the budgets for the organization’s other activities (Joshi & Ratnesh, 2013).
AGC can adopt a periodic human resource management system audit. AGC can then
compare the results of this audit with strategic goals to determine future human capital needs
(Yadav & Dabhade, 2013). This way, the company can identify its future human capital needs
and training needs to know when roles will need to be filled and which type of talent will be
sufficient. This audit can also tell how well the organization is fairing in terms of conforming
with global cultures.
Risk prevention strategies
Having identified the risks, the AGC will likely face, the next step is identifying some
risk prevention techniques. For this part, AGC can eliminate risks by improving human resource
technologies, which would eliminate the risks of technologies becoming too old or obsolete to
benefit the organization.

Another risk prevention measure is continuous staff training. This would enable AGC to
conform to the changes in global cultures and ensure that its employees continue gaining skills
and knowledge that help them improve their adaptation and reception of global cultures
(Mcllwraith, 2021). Finally, AGC needs to allocate sufficient resources toward human resource
issues. This ensures enough finances for training and other employee rewards techniques such as
salaries, bonuses, and hiring processes. This ensures that employees are properly motivated and
committed to performing for the company.
In summary, AGC implemented a change management plan that helped it transform its
human capital. The next step is to sustain the change implemented by focusing on the
identification and prevention of risks continuously and prospectively into the future.

References

Barboza, C. (2019). Artificial Intelligence and HR: The New Wave of Technology. Journal of
advances in Social science and Humanities, 5(4), 715-720.
Budhwar, P., & Mellahi, K. (2018). HRM in the Middle East. In Handbook of Research on
Comparative Human Resource Management. Edward Elgar Publishing.
Joshi, A., & Ratnesh, K. (2013). Human resource budgeting and HRM strategies: A paradigm
shift that increases job satisfaction, effectiveness of recruitment decisions of human
assets. International Journal of Management Research and Reviews, 3(1), 2327.
McIlwraith, A. (2021). Information security and employee behaviour: how to reduce risk
through employee education, training and awareness. Routledge.
Soraya, E., & Bekti, R. (2021). The influence of employee demotivation and employee
motivation on employee performance: A case study of Farven. Malaysian Journal of
Social Sciences and Humanities (MJSSH), 6(9), 561-568.
Yadav, R. K., & Dabhade, N. (2013). Human resource planning and audit-A case study of HEG
limited. International Letters of Social and Humanistic Sciences, 16, 44-62.