Change Management in HRM

 

CHANGE MANAGEMENT IN HRM

 

What is Change Management.

Change management is the kind of a process where an organization is making changes to their work process by planning, analyzing and executing with a minimal disruption. This change process is very important in a competitive market.

Change management is sometimes referred to as ‘the softer side of change’, as if getting employees to embrace the transformation is easier than the so-called ‘harder’ technical, legal, and financial processes. In reality, leading people through change is the harder task; how the workforce accepts, adapts and rises to new challenges makes a business succeed – or not (qualtrics.com 2023).

Change management can occur circumstantially or planned and introduced slowly. The goal is to transition smoothly and efficiently. It’s best if changes can be planned to avoid disruptions and employee resistance (coursera 2023).

HR Role in Change Management.

HR is the ideal placed to play a central role in change management, because HR knows the people. HR has recruited, trained, tracked, supported and, listened to the employees, whether in person or through feedback survey data. HR is also a business’s communication hub, coordinating meetings, information about and training for the change as it develops.

Behind the scenes, HR can:

• Track staffing levels, employee engagement and key performance indicators (KPIs) that affect return on investment (ROI).
• Help analyse the potential impact of the change on the whole business.

(qualtrics.com 2023)

Who can support and coordinate in Change Management Process. 

Human Resources and Program Managers are “destined” to work closely together. They have a shared interest in making sure the change goes well, is implemented successfully, and that employees get used to the change in their work and start using it every day.

This builds a close and reciprocal relationship between HR and change management. Every program manager should be a close friend of the HR Business Partner in the company. They should have a trusting relationship and coordinate their actions so that there is no breach of trust. In the end, it’s a win-win situation for both parties and is very beneficial for the leadership team as well. It allows them not to worry about all the small

Most leaders come up with change as a solution. They expect HR to support the effort to make the new vision a vibrant part of corporate life. All HR managers need to develop advanced skills and competencies in advocacy and change management. They often act as change agents in departments; promoting the benefits of the new vision. They communicate progress and gain approval from managers and employees. They also manage expectations and measure the climate in the corporation.

We must accept the increasing speed of change in modern competitive business. Innovation and new product development are the best tools to keep a company healthy. High performing organizations always value employees and their innovative ideas. They encourage strategic and critical thinking at all levels of management. They value open and honest communication because it helps achieve goals. It also helps to avoid serious mistakes. They don’t hide problems; they have the courage to solve them.

                                                    Source: hrmhandbook.com

A human resources manager cannot just push for change. A manager must also listen to employees and be sympathetic to their concerns. They must work with the project team to alleviate fears and concerns. Employees need to feel confidentiality of information and also have a strong sense that they are still counted on. No one in the company wants to talk about doubts and uncertainties. Gaining trust will be another challenge for the HR department.

Employees and managers do not like dramatic shifts and changes. The vast majority of people prefer stability to chaos. Every transformation brings problems, performance declines and challenging conflicts. These can block and slow down the transformation. Everyone usually understands that change and transformation is necessary, but they need someone to give them certainty. They understand the needs and requirements, they just want to prolong the status quo. It is an environment they know. A key role of HR is to combat resistance to change. It’s about engaging employees, communicating, being a role model and setting great examples.

HR leaders must implement a strong training strategy. Qualified employees and managers are the best tools to make changes in the company.

(hrmhandbook.com 2021)

Conclusion

Every company needs to go for a change management practices to sustain in the market as there are many competitors. HRM is the main coordinator to complete this process as they are closely working with employees.HR alone can not make changes, department managers, team leads also should support and coordinate with HR to complete the Change management process is successful in achieving organizations goals.

           

References

Anon., 2021-2. Change Management. [Online]
Available at: https://hrmhandbook.com/agenda/hr-challenges/change-management/
[Accessed 10 08 2023].

Anon., 2023. What is change management?. [Online]
Available at: https://www.qualtrics.com/uk/experience-management/employee/change-management-hr/
[Accessed 10 08 2023].

Coursera, 2023. What Is Change Management and How to Use It Effectively. [Online]
Available at: https://www.coursera.org/articles/change-management
[Accessed 10 08 2023].