HR Management: Organizational Change
Why is organizational change so difficult? What is the role of the HR specialist in the change process?
There is no question that change is often difficult for organizations. As a matter of fact, change efforts are often times met with large-scale resistance from staff and employees, the reason being that humans are naturally resistant to change. This inclination to resist change stems from the idea that change brings about some kind of disruption in one's normal equilibrium and way of doing things, creating some form of uncertainty and a sense of insecurity. According to Harvey and Broyles (2010), humans survive largely by predicting their environments and adjusting themselves accordingly; change impedes on this predicting ability and creates a wave of uncertainty as to how exactly one ought to act to fit in the new environment. We can consider, for a moment, a scenario whereby a company is moving from a domestic to an overseas assignment -- employees are deemed to be resistant, particularly because of their inability to predict their new environment. This uncertainty would then spark a sense of insecurity, where employees think; will we still keep our jobs when the change is executed? Will the skills we currently possess be relevant to the new assignment? Will I...
Effective change management is in fact one of the key competencies of HR professionals. It has to do with the HR specialist acting as an agent of change and increasing their organization's capacity to handle the same through role influence; transformation, innovation and relationship influence; and meaningful problem-solving. An effective agent of change is able to identify and solve problems, formulate and implement goals, set leadership agenda, articulate a vision, and build relationships. They are in a position to not only overcome, but also manage internal resistance to change, and initiate flexibility that increases the overall organization's capacity to handle change.
Managing individual resistance to change basically involves helping employees prepare for, and adapt to change. In the scenario presented earlier, for instance, the HR professional could help employees prepare for change by offering training facilities to expand the employees' know-how and readiness to accommodate any new tasks or assignments likely to be necessitated by the change. In this…
Changing role of HR management in response to trends in globalization, technology, diversity, e-Business, and ethics Human resources management of any organization has many functions which it continues to perform. One major function is that is provides the organization with the necessary human resources for it to continue in its day-to-day activities. The business environment in which companies operate is quite dynamic and is exposed to various internal and external factors
A lack of any purposeful or directional change had led to a stagnancy in sales and a lethargy amongst the establishment's staff, and though the owner recognized this she did not seem to have an understanding of how to change it. This period happened to coincide with the departure of one of the more senior employees, and the owner used this opportunity to hire an assistant manager with previous
To avoid such legal problems, comprehensive diversity training programs must be developed and zero tolerance for discrimination must form the core of organizational policies. Another important aspect of today's corporate world is conflict. Conflict management has thus come to occupy as important a place in organizational policies as diversity training. In fact we must understand that diversity and conflict are inter-linked since it is usually because of the former that
HR Management Assume human resource manager a small seafood company. The general manager told customers If I were the human resource manager of the small seafood company referenced in this assignment, I would substantially revamp the way that training is implemented for the new employees -- as well as for those who had previously been with the organization. Assuming that the restaurant had the monetary resources to dedicate to training, I
Organization Behavior Strategic Management of Human Resources Human resource is considered as the most precious asset for business organizations. The financial performance and growth in the industry heavily depends upon the way an organization's employees perform at the workplace (Edwards 2003). A dedicated and committed workforce contributes towards a high level of operational excellence and market competitiveness. Therefore, it should be among the top priorities for an organization to manage its human
Organization Behavior "Performance Management" and "People Performance" Performance Management and People "Performance Management" and "People Performance" Management SUMMARY The purpose of this paper is to discuss and critically evaluate the Performance Management model by Michael Armstrong and People Performance model by John Purcell. The paper starts with an ample introduction and significance of the employee performance management practices and proceeds by discussing the various concepts and strategies which are incorporated by business organizations all over