A Reflective Though on Human Resource Management

By: Sittie Sahara B. Dirangaren

People are the most important asset of any thriving organization and as a result the

effective management of human resources is naturally central to any organizational strategy.

Human resource management is a very important function in every organization without human

resources management, organization would not be able to effectively produce and retain man

powers, improve and enhanced organization and would not be able to maintain a healthy,

accepting workplace environment. Organizational management comes to the point that changes

have to consider for its survival and success.

We all face changes every day whether it is a simple change in weather, our schedule or

expected change of season. Change affects us all and we each deal with change differently. This

only constant in life, the only thing we can be sure will happen. The same with certain

organization, there might could be a change in management that could provide impact to the

human resource management practices. changes always occur. Thus, a careful process has to be

taken up to assure success and avoid losses.

Change management is a systematic approach to implementing change in the

organization without significantly impacting the human resource management but improving the

processes and practices to adapt to future needs. Managing the people's side of change is the

most critical and difficult part of change management. It includes changes in not only practices

and processes but also requires changes to the attitudes and mindset and aligns people behavior

across the organization. The purpose of change management is somehow to make the people in
the organization break existing habits, proactively plan for the new normal and considering

success in the organization. We need to understand why is change management important.

Preparing for the change is the first step to identify what needs to be changed. The organization

requires a very strong communication tool and channel to communicate with all its stakeholders

that need to bring about the change. This will help them understand the expectations and

anticipate the necessary changes in behavior required for the change management process.

Managing change requires determining the new process, roles, and responsibilities, technologies,

etc. which would be critical to bringing about effective change management. While executing

the new processes, a continuous feedback mechanism needs to be established that can help the

organization understand whether they are on the right track or require any modifications to the

process. Reinforcing the change requires communicating the new normal to all the stakeholders

and also demonstrate the improvement in results that have arrived basis of the change. A major

part of the change reinforcement requires constant monitoring and acceptance by the people

across the organization. In case they are not aligned to the change or fail to follow the new

process, it could lead to failure or lesser than desired results. The process needs to be lucid

enough to accept minor modifications on a continuous basis that can help sustain the change

management process.

Change has been a necessity not only for the survival of the organization but also for

growth. Every organization in the longer run undergoes a change at different levels and in

different ways. When an organization is unable to adapt to the changes, the results can either

stifle the growth of the organization or affects its overall sustainability. Change management

works at every level to address both minor and major changes in the organization. As changes
are incorporated into the organization, it ensures that the employees understand their

responsibilities and help them perform their tasks efficiently.