HUMAN RESOURCE MANAGEMENT

*SIGNIFICANCE, FUNCTIONS & EMERGING

CHALLENGE OF HRM*

Submitted to:
Ms. Fouzia Ashfaq
Submitted by:
Faiza Israr 08

BBA 6th Semester

Department of Management Sciences

Lahore College For Women University

SIGNIFICANCE & FUNCTIONS OF HRM
 EMERGING CHALLENGE OF HRM

Change management listed as top challenge for HR

This can, of course, be a problem for organizations, which, due to the fast-paced nature of business, need to change all the time, whether that is a department restructure or a
new piece of software. People Management’s ‘The Challenges and Opportunities Facing HR in 2020’ research report, with 39% of respondents citing it among their top three
standout challenges in 2020.
See, change is difficult no matter your perspective. But it’s especially hard when it spans an entire organization. If it is improperly implemented and poorly handled, then it
can be downright disastrous, leading to multiple redundancies of employees and then that change management will came out as the top challenge for HR and that may lead to
displacement and frustration for virtually everyone involved.
The role of HR is especially critical here, as noted by Dr. Debra Cohen. “From my perspective, HR has multiple roles in managing change,”  she writes. “Sometimes HR has
to implement a change because it is required by outside forces (changes in laws or safety requirements, for example). 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.”
Alison Carter, principal research fellow, Institute for Employment Studies, believes part of the problem is that organizations aren’t able to keep the momentum of change
management programs going. “Change is often seen as an initiative or series of programs, which may or may not be connected to each other, and each one can often run out of
momentum,” she says. This is something Andy Swann, a workplace consultant at BDG, agrees with. “Because many organizations still see projects as isolated schemes, they
focus change management on information and training, rather than inspiration and connection,” he says. “Any change contributes to the future of an ever-evolving
organization – it’s part of a picture bigger than the project itself and needs to be approached that way.” He says the more connected people are to a change, the simpler it is to
encourage positive adoption. Therefore, he believes it’s important that organizations involve their employees in the process as early as possible, “because when people own a
change, they engage positively with it”.
People’s fear of the unknown is essentially a problem about visualization; therefore, it is important that senior leadership illustrate what the change will mean. For example,
what the business is saving through the change, or what quality and service improvements will occur as a result of it, so you can outweigh any resistance.
HRM job here takes a few forms. First, they must determine who needs information at each stage of the change process, when they need it, and why. Clearly articulate to
anyone who will be impacted by the change about what’s going on, and why things are proceeding as they are, and work with them to ensure things go as seamlessly as
possible. 
Working in Human Resources means being many things. A facilitator. A communicator. A mediator. And perhaps most importantly of all, a foundation of effective change
management.