Analyze how hrm should change in order to support changes in company needs

An important concept that human resource majors need to understand is change management. It is a fact that the business landscape is constantly evolving; to meet these challenges effectively, businesses need to learn how to effectively use change to their advantage. This is especially important for human resources (HR) personnel, as they are often the front line of implementing changes within an organization. Here are some of the most common situations in which HR professionals employ change management techniques.

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Redefining Employee Roles and Responsibilities

One of the most central responsibilities of human resource professionals is defining roles and responsibilities. Change management comes in to play when those employee definitions need to be redefined. This can occur due to many situations including economic instability, the need to downsize, new technology or procedures, or trends in consumer purchasing behavior. Reorganization often requires HR to redefine employee roles and responsibilities as well. In many of these cases, training programs may need to be created to acclimate staff to their new positions and responsibilities.

Reducing or Eliminating Resistance to Change

As an article in states, change in an organization can cause stress and fear among staff members. The best way for human resources to manage change and alleviate stress is through communication. Change management takes consistent communication, from announcing a change to providing feedback throughout the process. To help alleviate stress and anxiety about a change, it is important for HR personnel to describe how changes will ultimately impact or benefit staff members as well as the company overall. The more HR teams can get individuals to buy in to the change, the easier the change process becomes.

Implementing Changes in Distinct Phases

Another reason that managing change is important for HR professionals is because it is typically their responsibility to implement changes. It is best to implement changes slowly, over time. In this way, employees have time to become comfortable with the changes. Phases for implementing change should include: Prepare for the change by outlining key roles; communicate key dates for change implementation; monitor change results and listen to feedback; and alter plans and communications as necessary.

Providing Support Systems and Training Programs for Change

Perhaps the most important reason that managing change is so important in HR departments is because these professionals are responsible for providing support systems and training programs to implement changes. To ensure that staff members learn what will be required of them in the face of change, they will need the support of their supervisors and experienced coworkers. They may also need various forms of training that could involve on-the-job training sessions, mandatory seminars, job shadowing, continuing education courses at a local community college, or virtual classroom training. HR professionals ensure the appropriate training is available to employees impacted by change.

Organizational change can bring about many negative feelings in employees. To help encourage more positive feelings, learning effective change management is important in human resources today.

Change is arguably the only constant we have in life and it's no different in business. Learn how HR can play a critical role when major changes happen in the workplace.

Managing through change is a complicated process. Whether it's a merger and acquisition or a change in the company's core leadership, big changes can lead to directional shifts, personnel turnover, and other challenges for businesses.

When HR takes a leadership role during periods of change, it's possible to gracefully navigate the challenges that come with such a situation – achieving both the organization's goals and ensuring your team feels confident about the company's future direction. Here are four steps for HR leaders to consider when supporting companies and teams through a change process.

Align with Management

Successfully supporting change management begins by understanding the vision. Align your efforts with management and take a deep dive into their long-term vision for the company. Ask yourself:

• What changes are occurring?
• How will this ultimately bring the company closer to its long-term goals?
• Are there any areas of concern in terms of human capital management?
• What do other leaders expect from HR during the change management process?

Once you understand the vision, you can help ensure all communications align back to the company's bigger vision, and you can build on your understanding of the organization to suggest ways HR can help lead through change.

Prioritize Communication

Change is a constant in every organization, and many professionals are accustomed to dealing with it. However, the ambiguity that is often associated with change management can make it harder for people to navigate the process. For example, does hiring a new vice president of sales mean that people's jobs could be on the line, or that the company will be adopting a new sales strategy?

Take the time to establish lines of communication with employees at all levels of your organization. Share information when you can about the changes that are occurring, how it will impact employees’ day-to-day situations, and the steps being taken to help ensure the changes are for the overall good. Make time to listen, and identify the issues that most concern your team. There are many times when employees may be worried about things that are not even on management’s radar. By understanding what issues your team deems the most important, it is possible to quickly and effectively address them.

Assess Readiness and Risk

Understanding your organization's readiness levels for change is an important part of designing a change management implementation strategy. For example, if you work in a company where mergers and acquisitions are common, key members of your team are much less likely to be affected. However, if you are acquiring a company where most of the employees have worked for decades without facing major organizational changes, there is a separate set of risks and concerns on the table. HR can lead the way in assessing change management readiness and identifying areas of risk that need special attention from executives.

Provide Special Support Where Needed

HR can provide specialized support during the change process where it is needed. For example, in a company acquisition scenario, employees may have never been through a merger or acquisition. HR leaders can craft a training program to help employees understand what the acquisition process will entail, how they will be integrated into the new company, and what areas of their day-to-day business lives are unlikely to change. By investing this extra support where needed, much of the concern around the changes can be mitigated.

Special needs can often arise – especially in the area of human capital management – during periods of change. By having your HR department on board and focused on providing support, it is possible to help employees at all levels of the organization successfully move through the transition.

Leading through change can be a challenging process. However, HR can play a critical role in bridging communications between management and employees, ensuring information is shared in a timely and transparent way, and identifying and addressing any specific concerns or risks before they potentially become long-term problems.

How can hrm help the organization carry out this change successfully?

How can HR professionals support change and improve effectiveness and performance within an organization?

How can HR support change?

What are the five changes you would recommend in human resource management in your organization?