|
|
Change Management is continuous and most important factor in Strategic HRM
|
|
Posted On :
Oct-24-2011
| seen (926) times |
Article Word Count :
537
|
|
Change is every where and organizations need to adapt according to the change in the economies. There are few basic points that should be kept in the mind while applying a particular change policy.
|
|
Only one thing in this universe is constant, the change itself. There are many factors that can influence change and often different economic and social decisions are quick triggers for change management in any organisation. The biggest reason responsible for quick change in working cultures and organisational structures can be considered to be globalisation and liberalization of economies while in closed economies change in working culture is not that much frequent.
Change Management is a branch of Human Resource Management and the core responsibility of this branch is to manage change and either to increase working capabilities or to maintain working capabilities of present human resource. Change Management also takes care of any uncertain and unexpected change in the geography, economy, society and politics. Even in some places change management team takes care of the events like flood and tremors. This is good to know information but real role of change management team in any organisation is to continuously implement changes in the working environment to cope with the change happening in outside world.
In long run change management is also a part of strategic human resource management. Managing change provides human resources a chance to grow and a chance to improve and in long run organization becomes a knowledge pool. Most of the IT companies have acquired this just because of change management and by recognising it as a part of strategic human resource management.
Successful implementation of change management depends on the following factors –
1. Effective communication – Effective communication is very important to tell each and every stake holder of the organisation about the change. Effective communication must tell all the stakeholders' reason behind the change, process of the change, cost of the change and possible outcome and benefits of the change in monitory value.
2. Training – It is very important to devise a proper training or program for the change to occur. Training provides employees a feel of relax and comfort. Most of the human nature has resistance to the change and this is why a training program is required so that employees can understand the process of change without sweating much in worry.
3. Counter Resistance – After your every possible effort there is going to be a certain resistance. Management must have their counter resistance ready to pull this resistance back.
4. Counseling – In some cases a particular change is undesirable to some of the employees and they may show a strong resistance. There must be a counseling team in such situation so that these issues can be resolved easily.
5. Monitoring and fine tuning – Monitoring and fine tuning of the change management process is very important factor. Once the change strategy is done the next responsibility is to check the accuracy of these plans.
As I stated earlier that change is every where and it is continues process and therefore there is a requirement to keep working on your change management policies and processes very often. While in cases like economic drop and Political instability where the pace of change is quite high it is required to adopt flexible work policies and structure.
|
|
|
|
Article Source :
http://www.articleseen.com/Article_Change Management is continuous and most important factor in Strategic HRM_96182.aspx
|
|
Author Resource :
Human Resource Planning for workplace relations consultancy based in Canberra, human resources planning, workplace investigations service, Staff Surveys,employee relations, Strategic Human Resources.
|
|
Keywords :
Change Management, Strategic Human Resources, Human Resource management,
Category :
Business
:
Management
|
|
|
|
|
|
