The Role of HR in Change
What is HR's Role in Managing Change?
HR has multiple roles in managing change. Sometimes HR has
to implement a change because it is required by outside forces . Sometimes HR has to facilitate change
because it is requested by other internal stakeholders (changes in IT
operations due to efficiency or effectiveness needs, for example). And
sometimes HR enables change because it is the right thing to do to given
current and future organization conditions.(
The Role Of HR In Change Management Process ?
Conducting change, or in other words: transformation, is the
fact for an organisation to make its processes evolve to gain in
competitiveness. Obviously, the larger the organisation, the more challenging
the task is.
A Role Of Watchdog-
The HR department plays an important role in re-thinking
organisational design to bring about change and facilitate the implementation
of these new processes.
Taking The Time To Communicate -
As HR gain in expertise and business intelligence, it’s
important for them to share their strategic vision with finance and marketing,
as well as other key departments of the organisation.
Establishing A Change Agenda -
HR should recommend a calendar and define specific
milestones to be reached by both the organisation and its employees through
time.
Anticipating Emotional Roadblocks -
We know too well how change can create fear and reluctance
amongst employees and managers alike. Change is not an easy thing, hence why
it’s important to anticipate negative reactions as much as possible – even if
not everything can be planned in advance, of course.
Training Managers -
It’s important to accompany and train managers, not so that
they become good change agents – this should be done before business
transformation happens – but so that they understand the ins and outs of the change
they are contributing their efforts to.
Proposing Adapted Solutions -
Depending on whether change is required to adapt in a highly
competitive market or due to a phase of growth, HR should propose adequate
solutions to each situation.
source 01
The Role of HR in Managing Change in the Workplace -
Four Steps to Effective Change Management for HR,
1. Overcoming resistance-
Although employee resistance is a natural reaction to
widespread organizational changes, you can overcome that resistance by focusing
on several key strategies.
Clearly and consistently communicate about the change well
in advance of its implementation.
Help employees better understand the need for the change and
the rationale behind the decisions, as well as the ways the change may affect
them.
2. Engaging employees -
Employees who are engaged in the change are more likely to
put in the effort necessary to help implement the change and ensure a positive
outcome for the organization.
Developing a team approach that includes employees’
perspectives from a variety of departments and levels.
Assigning and clarifying roles and responsibilities.
Increasing your focus on the workers who are affected most
by the change.
3. Implementing change in phases -
For companies planning a major change initiative, taking a
phased approach can help ensure that the transition to a new system or process
is as smooth and seamless as possible.
Prepare for change – By taking steps such as defining your
change management strategy, developing your change management team, and outlining
key roles.
4. Communicating change -
Failing to tell employees in advance about organizational
changes can increase employee misconduct by 42 percent. An integral part of
every stage of the change management process, communication must be a two-way
street in order to ensure the success of the organizational change.
Think quality over quantity when it comes to communicating
with employees, and consider these communication strategies for successful
implementation.
Use both formal and informal communication approaches,
including email, intranet, in-person meetings, signage and voice mails.
source 02
References -
- Cohen (2016). What is HR’s Role in Managing Change? [online] SHRM. Available at: https://www.shrm.org/hr-today/trends-and-forecasting/special-reports-and-expert-views/pages/deb-cohen.aspx [Accessed 25 Aug. 2019].
- Perrin. (2017). The Role of HR in Managing Change in the Workplace. [online] Available at: https://www.employeeconnect.com/blog/hr-role-change-management/ [Accessed 21 Jul. 2019].
- Browning, S.M. (2015). Four Steps to Effective Change Management for HR. [online] TLNT. Available at: https://www.tlnt.com/four-steps-to-effective-change-management-for-hr/ [Accessed 24 Jul. 2019].
- source 01-Whatishumanresource.com. (2008). Human Resource Management - What is HRM?
- source 02-Businessperform.com. (2020). Managing Change in the Workplace.
In the beginning, the role of your HR team was largely functional. It was centered around payroll, leave, policy making and training. Recruitment generally meant putting an ad in the paper and hoping for the best, or hiring a recruiter. Then things changed.
ReplyDeleteTechnology and social media happened and as a result, your role as the head of HR began to evolve. The employer brand was born.
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ReplyDeleteGreat explanation
ReplyDeleteChange is hard enough when its impactus on personal level.when its upsets the balance in an entire organization, it can seem near impossible to dealwith. Thats where HR professionals have perhaps one of the most important roles where change management is concerned, they manage people through it.like wise it can be people,equipment ,way of communication,way process etc..
ReplyDeleteChange Management is a very critical topic on organizational change and blog has been amply discussed the importance of steps that should be followed by the organization at the time which organizations change takes place. Elaborated with enrich literature and reliable sources have been produced as references .
ReplyDeleteNicely elaborated the basics of the change management in the blog. I don’t see you trying to apply it to your industry.
ReplyDeleteDepending on whether the change is necessary to adapt in a highly competitive market or because of a growth phase, HR must offer solutions adapted to each situation. For example, a high level of market competition that requires cutting costs will not have the same challenges as a company that expands its operations worldwide. HR should be able to propose a strategy adapted to the context in which the change is to occur.
ReplyDeleteThe behavioral competencies required by HR experts allow them, through things like relationship management, critical evaluation, consultation and leadership and navigation, to engage employees within the needed change at hand
ReplyDelete