WeeK 6 DQ

The Role of Human Resources Management in

Organizational Change

Introduction:

In a competitive global environments, Change is

unavoidable.Change is transformation from current state to a
desired state (Prosci, 2015). Usually organizations go with
the fast pace of change to remain competitive to the
surrounding challenges. Organizations might use change
strategy for fundamental organization wide change; like
changing vision,mission or introduce new strategy.
Nevertheless, operational changes like introducing new
technologies, cutting cost or improving performance are
remaining as major change as well (Pilbeam and Corbridge,
2010). One of the most important point, in bridging the gap
between the strategic aim and the practice, is the people in
the organization, whom are the most important resource and
element in the change process (Pilbeam and Corbridge,
2010).

Human Resources Management ’s role in organization

change management:

Fundamentally, Human resources management play an

important role in creating a confidence and balanced
environment during the change processes (Pilbeam and
Corbridge, 2010).The cooperation between the organization’s
leaders is a key success factor in any effective change project
Laterally, the ability of the HRM to create an adaptive
continuous change environment in the organization enable
the smooth transaction an empowered effective
transformation (Kalyani and Prakashan Sahoo, 2011).
The course of proactive planning and actions that is taken by
the alignment between the HRM and organization leaders are
depending on the kind of introduced change. For example,
training can be a good option to introduce new technology.
Yet, cost reduction, performance pay system or performance
improvement system might require further beyond actions
than orientation or training. The organization’ s readiness to
change is shared important role between the HR and leaders.
Personally, I worked on Six Sigma project which was a
quality improvement project in the operation department in
an organization to reduce rework and cost. One of the
tremendous challenge during this change processes was the
fear that is usually related to job loss or reallocation to
another job (Kalyani and Prakashan Sahoo, 2011).

Concluding that, the Human Resources practice, during the

project,was viewed as a critically important role to create a
distinctive trust culture between the employees within the
organization.
The more heavily the HR is involved in the planning and
execution of the organization change projects, the higher
competent and confident employees are rapidly engaged
(Amanet.org, 2014).

References:
Amanet.org, (2014). HR Best Practices During Organizational
Change. [online] Available at: http://www.amanet.org/
training/articles/HR-Best-

Practices-During-Organizational-Change.aspx [Accessed 15
Feb. 2015].
Bayside Solutions, (2012). Human Resources Role in
Organizational Change - Bayside Solutions. [online] Available
at: http://www.baysidesolutions.com/2012/10/08/human-
resources-and-change/ [Accessed 15 Feb. 2015].
Kalyani, M. and Prakashan Sahoo, M. (2011). Human
Resource Strategy: A Tool of Managing Change for
Organizational Excellence. IJBM, 6(8).

Pilbeam, S. and Corbridge, M. (2010). People resourcing and

talent planning. Harlow, England: Financial Times Prentice
Hall.

Prosci, (2015). Prosci’s Approach to Change - Prosci. [online]

Available at: http://www.prosci.com/methodology/
overview-4/ [Accessed 15 Feb. 2015].