HRM and change management
In this rapid-changing business environment, change management capabilities are paramount if you want to be successful. Irrespective of your job, you need to learn how to manage change. Taking charge of change force you to plan your next experience. It is far more powerful and proactive than allowing every passing wind to buffet your work life and outlook. Whether the change is in your private life and will spill over into your work day or the change is related to job, your skills in change management will assist you navigate the journey.
Each time an organisation make significant adjustments, it faces immense period of transition as workers and managers adjust to their new responsibilities or job environments. change management is a system of planning, analysis and execution that attempts to decrease each short- and long-term disruption to make the transition as seamless as possible.
HR professionals facilitate change management in two principal ways:
1) Ensuring that general change objectives are met by participating in the planning and execution stages with other managers.
2) Using their familiarity with the organization’s employees to understand their needs and expectations during a change. In many organizations, an HR professional is the key link between structural change managers and the employees who will be most affected by the change.
Change management helps companies to mitigate the dreadful effects of vast organizational change. The level to which these negative effects are experienced depends on whether or not the change is at a small or large scale. change can effect the workflows of employees, lessen morale, decrease product quality or result in loss of customers, if not cautiously taken into consideration. As an HR professional, a key duty is assessing the human impact of change and finding ways to encourage a smooth transition to new job environment.
A change management process can be organization-wide and involve every employee, or it can be more narrowly focused on a department, a workgroup, or an individual. The more people who are involved, the more time, energy, and commitment are needed.

References


Allen, J., Jimmieson, L., Bordia, P. & Irmer, E., 2007. Uncertainty during Organisational Change: Managing Perceptions through Communication. A Journal Change Management, pp.36-48.
Bhengu, D.S., 2007. Impact of Organisational Change: A case Study of Aventis Pharma. Pretoria. MBA Thesis. Pretoria: Tswane University of Technology.
D’Ortenzio, C., 2012. UNDERSTANDING CHANGE AND CHANGE MANAGEMENT PROCESS. In D’Ortenzio, C. UNDERSTANDING CHANGE AND CHANGE MANAGEMENT PROCESS. University of Canberra.
Del Val, M.P. & Fuentes, C.M., 2003. Resistance to change: A literature review and empirical study. Management Decision, pp.148-55.


Comments

  1. Sampath W D NDecember 29, 2018 at 6:43 AM

    Good article...also pls add citations, then u can get more marks...

    ReplyDelete
  2. thanuja hettipolaJanuary 2, 2019 at 10:00 PM

    Good share. if it could be included more info further will be increased value of the article..

    ReplyDelete
  3. ShanikaJanuary 5, 2019 at 11:28 PM

    You are doing a great job.keep it up

    ReplyDelete
  4. Bandara AdhikariJanuary 6, 2019 at 7:09 AM

    It is better if you can critique this article with the support from Literature & practical scenarios. Good initiative.

    ReplyDelete

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