Effective Process of Change Management

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Change management is a logical and structured approach to transitioning both in individual or organizational levels from their current state that is desired in future. It is a process that is aimed at aiding employees in an organization to embrace and accept transition in the business environment they are in (Hiatt 2010).

There are three main aspects when it comes to change management and that include adapting to change, affecting change and controlling change. It is important for an organization to successfully adapt to change. This is because the more effectively an organization deal with change, the more it increases its chance to thrive.

Change management also involves establishing a structural methodology for dealing with any form of change in business environment, such as economic fluctuation or threats from competitors.

Change management is important since it is needed by managers and leaders in order to be more competent. This approach is needed in all aspects of life and it makes it crucial. Change is something achievable, measurable and realistic. Effective change management always provides supportive and structured path that enables one to handle change.

Change management helps individuals build acceptance by minimising resistance and denial during change (Hiatt 2010). It encourages a person to explore and accelerate commitment that helps them accept and become part of the new transition.

Change management has a great impact on business. It helps employees of a particular organization to easily deal with transition in the business environment. Change management systematically and progressively removes unfamiliarity by building familiarity before change occurs. This normally helps in removing or reducing perceived threats that are caused by change.

Change management helps employees resist change and adapt to the new environment. Examples of change experienced in organizations include operational change, mission change, technological change and strategic change. Change management in an organization should begin with logical and organized diagnosis of current situation. This will help in determining the capacity for change and the need for change (Ulrich1998).

Usually, the contents, process and objectives of change are always included as part of the plan in change management. The process of change management involves creative marketing to formulate effective communication between employees.

It also formulates deep understanding of group dynamics and leadership styles. Change management in organizations aligns employee’s expectations, manages training and integrates the teams. Lack of change management in business may lead to poor performance or even project failures in case there are any changes in the business.

According to business consultants, the modern Human Resource Management is guided by overriding laws and principles. This has made Human Resource to become an important asset in every organization. Human Resource practitioners play a major part in change management.

Human resource is always the catalyst needed when an organization wants to introduce and implement change management at its effective stage, mostly at the very beginning of the approach (Reece & Rhonda 1993).

This is why it is important that Human Resource department understands the whole process of change management in every organization. They should have effective knowledge on how to utilize their resources to ensure that the business remains intact in times of change. Human resource practitioners take a major role in finding out the impacts of change on employees and provide support to them during change.

The practitioners have to prepare adequate information which will help the employees cope with the whole change process. They also develop timeline for change and also take the initial step of announcing to employees about the expected change. The Human Resource practitioners are also responsible for developing programs to offer training to the employees to support them during change (Carlotta, Gary & Roberts 1996).

The main aim of any organization is to maintain gains and achieve results. This is why it is important that an appropriate organisational culture is to be developed to enable the company attain its goals.

An effective change management approach should be developed to embrace and accept transition in the business environment. All organizations should emphasize more on change management and also develop a clear organizational culture that will enable them to embrace change.

Human Resource Management also helps in shaping the corporate culture of an organization. They do this by encouraging cooperation and integration across the entire company by establishing quantitative performance measurements. Human Resource Management can be considered as a strategic approach that is involved in motivating, management, development and acquisition of organization’s resources (Dave, Mike & Tue 2010).

Human resource management is mainly devoted to shaping appropriate corporate culture and also helps in introducing programs that reflect and support the key values of the company to ensure that it becomes successful. These are some of the future implications to the Human Resource profession and business.

However, Human Resource ideology that everyone has is that they focus more on employee relations and labor more than organizational development and culture. It is crucial that an effective Human Resource ideology should acknowledge employees since they affect every business facet. The employees have a great impact on the success of any business.

In conclusion, change management is a process that is aimed at aiding employees in an organization to embrace and accept transition in the business environment they are in.

Effective change management always provides supportive and structured path that enables one to handle change. Human Resource Management aids in the whole process of change management, they act as catalyst needed when an organization wants to introduce and implement change management.

References

Carlotta, Roberts, Gary, Seldon & Roberts, Gary. (1996). Human Resources Management. Washington, D.C: Journal of Business Strategy.

Dave Ulrick, Mike, Losey & Tue, Meisinger (2010). The future of Human Resource Management. New York: Free Press.

Hiatt, Jeff. (2010). The definition and history of change management. New York: A Handbook of Human Resource Management

Reece, Barry & Rhonda, Brandt. (1993). Effective Human Relations in Organizations. Boston: Houghton Mifflin.

Ulrich, Dave. (1998). Delivering Results: A New Mandate for HR Professionals. Harvard: Harvard Business School Press.

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Effective Process of Change Management

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