Please write a 2-3 page paper outlining either an opportunity that you had implementing an organizational policy or being the recipient (client) of an organizational policy being implemented. Please consider the information in lesson two as you write this assignment. If you have not had this experience, please interview someone that you know in an organization who has had either of the two experiences. When writing the paper, be sure to write from a third person scholarly perspective. Although the premise is from a personal experience, the writing should reflect a third person account. Be sure to support your thoughts with outside scholarly sources.

Identify the type of policy that was implemented. Explain the reasons supporting the implementation of the policy. 

Explain the positives and negatives of the implementation process. This section could include feedback received from the clients using the policy. 

Identify challenges or successes of the policy being implemented. 

As a human resources consultant involved in the implementation process, what changes or different strategies would you recommend to the implementation process. 

 

Outline- Policy Implementation

Thesis statement: During policy implementation, since it may require changing how things operate, there might be resistance to those who feel the policy proposal is unfavorable. However, the policies will less likely receive opposition if they deem that the course of action would be beneficial or improve their current condition. The paper outlines the implementation of employee incentives and benefits compensation programs. 

1. INTRODUCTION

1. Thesis statement
2. Overview
3. Plot

2. Identify the type of policy that was implemented. Explain the reasons supporting the implementation of the policy.
3. Explain the positives and negatives of the implementation process. This section could include feedback received from the clients using the policy.
4. Identify challenges or successes of the policy being implemented.
5. REFERENCES

As a human resources consultant involved in the implementation process, what changes or different strategies would you recommend to the implementation process

 Implementing an Organizational Policy

Organizational policy, in general, encompasses a course of actions that guide and govern present and future decisions and positions regarding employees' interests. Both the management and the employees normally co-create policies to oversee specific needs or purposes. Policy implementation in the organization focuses on deficiencies to improve processes and relationships in the organization. During policy implementation, since it may require changing how things operate, there might be resistance to those who feel the policy proposal is unfavorable. However, the policies will less likely receive opposition if they deem that the course of action would be beneficial or improve their current condition. The paper outlines the implementation of employee incentives and benefits compensation programs. 

The type of policy that was implemented was the employee incentives and benefits compensation program. Previously the organization did not have any form of employee incentives; the worker received their salary only. However, with the changing workplace dynamics and the need to improve productivity and employee performance, there was the need to develop comprehensive incentive and compensation packages to meet various employees' needs (Gerakos et al., 2018). Therefore, the policy requires support toward its implementation because it needs to focus on employee motivation and general welfare. Previously, the employees had a negative attitude toward the organization's compensation plan because they felt their needs were ignored.

The policy implementation took a positive turn since more employees welcomed the changes since it was something that lacked in the organization. The implementation process changed the employees' outlook and perception as unyielding and unconcerned with their welfare (Brandi & Iannone, 2021). Implementing the employee incentives and benefits compensation program increased the motivation level as workers feel energized and determined to earn recognition. The implementation process followed the majority rule as, since most of the employees were approved the policy, it was immediately implemented. The negative outlook is that the few minority voices were not considered. However, the organization could have listened to their perspective.

One challenge of implementing employee incentives and benefits compensation programs was building consensus over policy initiatives. Multiple perspectives and diverse views delayed the implementation as different stakeholders want their views represented in the policy. Thus need for reconciling these different perspectives was necessary to balance both stakeholder and employee's welfare.  Another challenge that surfaces is the issue of resources. The main concern was whether the organization is well financially positioned to meet the requirement of the employee incentives and benefits compensation program. Therefore, the policymakers had to balance the resource to adequately meet the employees' compensation plan and have enough finances to run.

As a human resources consultant involved in the implementation process, one recommendation would be to engage the employees to know their perspectives on incentives and compensation. This view should make employees feel involved in deciding what is best for them during the implementation process. This strategy aims at reducing resistance, adversity, complaints after the policy has already been implemented (Peñaflor & Juevesa 2021). Another recommendation would be to benchmark organizational policy development to understand other company use criteria in the implementation process.

In conclusion, implementing employee incentives and benefits compensation programs successfully will help the organization improve its productivity and motivate employees. However, support and consensus are necessary for effective policy implementation. Without building consensus, the policy is null and void, meaning it cannot take effect. Therefore, the policy implementation should focus on the essential elements to ensure it benefits the intended recipients and that every stakeholder has unanimously agreed to its implementation.