What is HR's Role In Managing Change?

 

What is HR's Role in Managing Change?

   HR has a variety of responsibilities when it comes to change management. HR is sometimes forced to make a change because it is required by external forces (changes in laws or safety requirements, for example). Change is sometimes required by HR because it is requested by other internal stakeholders (changes in IT operations due to efficiency or effectiveness needs, for example). And, on occasion, HR facilitates change because it is the right thing to do in light of current and future organizational circumstances.

   It has been said that management is responsible for enabling and facilitating change. In the case of HR, the role must be that of a change agent, not just a conduit for change, but one who plans the appropriate changes in collaboration with other executives and senior leaders. Change occurs for a variety of reasons and is all around us. It's also crucial to manage change because many change initiatives fail. Failure does not always imply that something does not occur; it frequently implies that something does not occur in a satisfactory or effective manner.

   The changes in HR will be structural changes that will last a long time. That is, while many HR principles haven't changed, the way they're implemented has and will continue to change. Organizational need and leadership will be the driving forces behind these changes, but transformation must occur from the ground up to ensure that the changes are implemented. As a result, if HR is to be truly effective, it must take root at all levels. HR plays an important role in ensuring that organizational strategy and culture are in sync; without this alignment, no matter how good the strategy or culture is, failure is almost certain.

Conclusion

  Organizational change and HR changes must, at the end of the day, be successful. Both within and outside the HR profession, there are a slew of critics. HR does not require any additional negative attention; instead, it must make the necessary changes to drive positive value and improve organizational effectiveness while also assisting in the alignment of strategy and culture. If change is going to be constant, whether large or small, HR must embrace its role as an effective change facilitator. It makes sense to begin with the HR profession. We will be able to enable changes throughout the organization if we are better at embracing changes in our profession.

 

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., Pretoria: s.n.