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Managing Change - Essay Example

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‘The Role of HRM in Change Management” Name University “Role of HRM in Change Management” Human resource management is loosely defined as the management of an organizations human assets or their workforce. The human element is what provides the competitive edge to organizations in turbulent economic conditions and under cut throat competition, the HR department is responsible for recruiting and selecting the right kind of people for the organization and then providing training for assimilating new employees into the work culture and for preparing older workers with modern best practices…
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Managing Change
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Managing Change

Download file to see previous pages... A ‘hard’ definition of HRM can also be derived that is it helps to maximize the economic benefit an organization gets from its human assets (Wilkinson, 2000). Currently one of the biggest challenges organizations are facing relate to a rapidly changing environment where global, technological and economic factors make it necessary to make decisions under uncertain conditions and adapt quickly in order to survive or maintain their competitive edge. Flexible organizations with a knowledgeable workforce are at an advantage in these conditions as any change initiated within an organization can only prove beneficial if it is widely accepted by the workforce. These changes may be technological in nature or allow for the modification of organization structure or the management, acquisitions, mergers, and other operational changes are increasing in trend. However, a survey done in 2010 indicated that for most corporations the changes made did not bring the desired results, with 62% measure somewhat successful and 24% having no change at all. (APQC, 2010) The reasons for the failure of these measures, is usually the inability of the top management to actively involve HR in the change management process. Employees who are not given complete information or training regarding the changing measures are often skeptical and hostile towards them as they may perceive them as threat to their position, daily routine, status in the organization or overall job security. These employees may be so resistance to change that they will not be able to adapt to the new conditions and even be outwardly hostile. For employees who don’t have a hostile attitude towards the change and disruption they may still have no receptivity towards it; without enthusiasm to embrace the new measures it is possible that the optimum level of benefits may never be utilized. The survey done indicates that employees who don’t understand the reasons behind the change and are still forced to adhere to the new rules and practices face a decline in engagement level of upto 71% with over a 43% increase in unwanted turnovers, which could lead to a prominent loss of productivity after the change is implemented. HRM practices can effectively work on transforming the negative attitudes of the employees. To support the change management there are two avenues for HR to take, firstly they can work on removing the hostility from the employees by assuring them that their fears and skepticism are unfounded by increasing their knowledge about the change being initiated through seminars, programs and training. “HR Professionals have to lead the change programme through a systematic drive of providing education, communication, facilitation and support to the employees, so that we may secure the involvement, participation and commitment of the complete workforce” (Lal, 2001) Lal, J. (2001). Managing Change through HR, Presidential Address. Delhi Business Review A well informed workforce will be more willing to admit why the change is necessary and management should make ...Download file to see next pagesRead More
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