HUMAN RESOURCES AND CHANGE MANAGEMENT
"CHANGE MANAGEMENT IN AN ORGANIZATION IS LIKE CHANGING A TYRE WHILE DRIVING!"
Figure 1-
https://www.news24.com/life/archive/video-change-a-tyre-while-driving-20131204DEFINITION
Change Management is an enabling framework for managing the People side of Change. Prepare, Support and Equip individuals to drive an organizations goals, processes or technologies.
TYPES OF ORGANIZATION CHANGE
1.Transformational Change
Transformational Change completely re-shapes the business strategy and processes. Transformational Change is very rare because it requires drastic and radical changes which scares both Employees and leadership. Due to complete change in identity of an Organization, it is much complex and hard to predict as leaders and have less control over managing it. Therefore, it is the most difficult type of Change to Manage.
2.Structural Change
Structural Change means Change in Organizational hierarchy. Chain of Command, Management Systems, Job Structure or Administrative Procedures. The most common Structural Change is the Merger. Merge two Different Companies, two different Departments can be shown as examples.
3.Development Change
Development Change improves on previously established processes and procedures and does not necessarily have to be a large-scale. Development Change is the most frequent type of Organizational Change. Improvements in response to a desire to improve efficiencies, address a detected deficiency can be observed in Development Change in an Organization.
4.Remedial Change
Remedial Change is the Process of repairing something already gone wrong. This type of change occurs while a problem is identified and a solution needs to be implemented. Remedial Changes are reactional because Organizations do not afford bad performance .
WHY EMPLOYEES RESIST CHANGE
1.Complacency
Satisfied with the status quo and no need for change because the employees are comfortable with the existing situation.
2.Conservatism
Changing culture will improve innovative performance and that a conservative culture reduces Innovative opportunities. Loyal to the traditional ways and don't like to chance will drag an organization not to adapt to the present situations.
3.Conceit
Overly positive self-regard that not aware of own weaknesses and believe the current method is the best is considered as conceit.
4.Unclear Communication from Leadership
When bosses give unclear goals and expectations, employees resist change due to lack of motivation, lack of knowledge or skills to the path of change.
5.Challenges our reason for being
When employees are so expertise in a particular area and when it comes to change their position, they become discomfort with the uncertainty and do not want to leave their comfort zone. Perceived negative effect on personal interest and it challenges their personal and organizational identity.
6.Tired of all Change
When it comes to "change", such as dynamic change, it never starts and never stops. constant change might tiresome employees and the reaction to the experiences of previous changes would resist the idea of Organizational Change.
Figure-3;change management in hrm - Google Search
Figure-4 HR's Role in Change Management - Workest (zenefits.com)
01.ASSESS THE ORGANIZATION'S CHANGE READYNESS
Assessment on Organization's capabilities, culture, resources, processes, potential risks and the environment in order to implement a successful change. Areas which should focus when conducting a Change Readiness Assessment are strategy and goals, business impact analysis, strong communication, digital maturity, organizational culture, training needs and change readiness.
Effective communication plays a vital role in making Organization's Change success. According to "Harvard Business School", there are 4 steps to communicate Organizational Change.
-Share a Vision
-Tell a story
-Make those i your Organization the Heroes
-Chart the path.
(How to Communicate Organizational Change: 4 Steps | HBS Online)
03.PROVIDE TRAINING ON THE CHANGES.
Both managers and higher -level leadership should be offered Change Management Training to learn how to lead employees through Change.
(The role of Training in Effective Change Management (ardentlearning.com))
04.TRACK THE IMPACT OF THE CHANGES
An Organization should track step-by-step Process for determining the potential positive and negative consequences of a Business Decision and determine how they would response to a foreign circumstances resulted by the Change.
CONCLUTION
Change Management in an Organization is not easy. But Change Management is very crucial while The Society, Technology, Market, Consumers and everything changes in every day.
Change doesn’t happen overnight. It takes planning and skilled project management. HR has a vital role to play in ensuring that people in the organization are part of the changes. With training and better communication, employees are empowered to grow with the company, creating long-lasting change. The Key elements for a successful change are mentioned below.
1. Understand the Change
2. Plan for Change
3. Implement Change
4. Communicate Change
5 Contributions of HR to Change Management
REFERENCES
https://www.youtube.com/watch?v=prYnQM3Xg2M (online)
Accessed on 25.11.2023
https://www.peoplegoal.com/blog/change-management (online)
Accessed on 25.11.2023
HR's Role in Change Management - Workest (zenefits.com) (online)
https://www.zenefits.com/workest/hrs-role-in-change-management/
Accessed on 25.11.2023
The role of Training in Effective Change Management
(ardentlearning.com)
https://www.ardentlearning.com/blog/how-to-use-training-to-support-change-management
Accessed on 25.11.2023
What Is Impact Analysis? 3 Types of Impact Analysis Methods - 2023 - (online)
www.masterclass.com/articles/impact-analysis
Accessed on 25.11.2023
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This post has provided a comprehensive breakdown of change management in organizations. The definitions and types of organizational changes, from transformational to remedial, offer a clear understanding of the spectrum of changes an organization might undergo. A well researched and illustrative post.
ReplyDeleteThis blog post effectively tackles the intricate subject of change management in organizations. It delves into the various definitions and types of organizational changes, ranging from transformative to remedial, providing a clear understanding of the broad spectrum of changes that organizations may encounter. The in-depth analysis and illustrative examples enrich the reader's understanding of change management principles. Thanks Janaka
ReplyDeleteYour blog on Human Resources and Change Management is a compelling exploration of HR's transformative role in navigating organizational change. The insights into effective change management strategies are valuable, providing a comprehensive understanding of HR's pivotal function in driving positive transformations. Well-articulated and informative, offering practical guidance for HR professionals.
ReplyDeleteGreat post on change management in organizations! It explains different types of changes clearly, from transformative to remedial, with helpful examples. Awesome job!
ReplyDelete