Introducing New Policies, Procedures, and Technologies in an Atmosphere That Is Reluctant to Change - Essay Example

The paper "Introducing New Policies, Procedures, and Technologies in an Atmosphere That Is Reluctant to Change" is a great example of an essay on human resources. Changes in an organization by human resource management need to make improvements in the operation and output. There are strategic ways in which changes in any organization especially involving human resource should follow. When making these changes, there are aspects such as setting an achievable goal and talents that need consideration in the new strategy (Pynes, 2013). It is even harder to implement changes in places where staff are reluctant to embrace change. For changes to be successful, there is a need to follow some strategies. However, before making any change, a human resource leader should understand the implication and impacts during the changing period and process. The changes involve the policies, practices, and activities in the human resource.  The use of strategic human resource management that involves change provides the organization with the ability to meet its internal and external workforce demand.

During the process of making changes, the leader also needs to develop a strategic direction that he or she will follow. Making changes in a reluctant organization needs planning and analysis of the workforce from the leaders. Such analysis may involve checking the employees’ data from the company files or system and find areas in need of change. Such analysis may involve taking data from the employees and terms of their employment. The leader also needs to analyze the implication of the current terms and what effect will be there in case there is change. The changes always need to focus on achieving the goals and objectives of the organization. Referring to organization goals will help in making choices if certain changes in human resources are good or bad.

The leader needs to be involving, supportive and engage with other employees for changes to be effective. This practice by leaders who want change will make them understand why the employees might not need the necessary changes in the organization. Besides, by involving the employees in the changes, they will dedicate their energy and time to become productive to the organization. It will also make the employee feel like part of the objectives and goals of the company. The requirement includes competence in communicating with other employees. Lack of involvement of employees in making changes always make them reluctant to accept.

Implementation of the changes in the reluctant atmosphere may be very challenging. During the implementation, the leader needs to be part of the change and lead in showing that the results are better than the previous strategy. During the implementation process, support and communication to the employees become vital for the change to be successful. At the same time, managers should pay attention to the reactions of the junior employees. Part of the information needs to remind employees of the need for such changes and the benefits. In doing so, employees reluctant to change will feel that they are part of the change and embrace it.

Changes in organizations with reluctant cultures need proper analysis, evaluation, and support. The strategy will make the employees part of the change hence accept it. Involving the employees also has the advantage of making them feel included in organizations’ missions and visions. These are vital in ensuring that implementations of such changes are successful.