How Human Resource Management Impacts Productivity and Efficiency
ChapterThirteenHuman resource assistsorganizational development⦁Human resource assists change management strategic developmentWhen on firm sets up one human resource department, whether it can assist itself organization to implement change management strategy more easily.
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ChapterThirteenHuman resource assistsorganizational development⦁Human resource assists change management strategic developmentWhen on firm sets up one human resource department, whether it can assist itself organization to implement change management strategy more easily? What is change management mean? Change management is a critical part of any project that leads, manages, and enables people to accept new processes, technologies, systems, structures and values.It is the activities that helps staffs to adapt good change management from present way of working to the desired way of working. So, change management is the continuous process of operation an organization with its marketplace in order to achieve more responsively and effectively than competitors.In fact, any organization's change, it must strat with a vision. Anyway its changing need is from external environment factors influence, e.g. economic, social or technological or internal factors, e.g. policy, systems or structure, creating a vision wil clarify the direction for the change. In addition, the vision will assist in motivating those that are impacted to take action in the right direction. So it ensures that vision can assist change management more easily. However, whether human resource department strategy can follow the organization's vision to assist change management to implement more easily, when the organization feels need to change.In fact, a strategy(HR) will ensure the vision is achieved more easily when the organization needs to change, it can provide direction for achieving the vision when its organization needs to change. Without a strategic plan and vision, the change effort will not be successful easily. Hence, when the organization decides to change, it also neds to change HR strategy, e.g. how to match the best employee to change his/her old position to do the right new position from company's internal staffs choices when it needs to change, how to redesign reard o compensate new staffs when they replace the old staffs to do the the old staffs' positions. It seems that HR strategy will need to change, when the organization needs to change its internal organizational structure. However, the HR department needs to implement how to change some issues related to human resource matters, such as solving these HR problem when the organization needs to change, e.g. employee resistance, solving different communication breakdown, insufficient time devoted to training, reducing staff turnover during the organizational changing period, reduced costs exceeded budget. The change obstacles of employee resistance include solving the staffs relationship with the different department leaders' team to satisfy employee concerns on s personal acceptable level, asking for their feedback and responding to their concerns honestly and openly. The communication breakdown obstacles include communicating key information to employees on an on-going and consistent basis. Staff turnover obstacles include engaging the leader's team by involving them in the initiative, coaching, mentor and enriching their new roles.