Managing Change Essay Example | Topics and Well Written Essays - 1000 words

Managing Change - Essay ExampleA seriously definition of HRM fuel also be derived that is it helps to maximize the scotch benefit an organization gets from its human assets (Wilkinson, 2000). presently one of the biggest challenges organizations ar facing relate to a rapidly changing environment where global, technological and economic factors make it necessary to make decisions under uncertain conditions and adapt quickly in order to outlast or maintain their competitive edge. Flexible organizations with a knowledge suitable workforce are at an wages in these conditions as any change initiated within an organization can only prove just if it is widely accepted by the workforce. These changes whitethorn be technological in nature or abide for the modification of organization structure or the management, acquisitions, mergers, and other operational changes are increasing in trend. However, a survey take for grantede in 2010 indicated that for most corporations the changes ma de did not bring the desired results, with 62% banner somewhat successful and 24% having no change at all. (APQC, 2010) The reasons for the failure of these measures, is usually the inability of the elapse management to actively involve HR in the change management process. Employees who are not stipulation complete information or training regarding the changing measures are often skeptical and distant towards them as they may perceive them as threat to their position, daily routine, status in the organization or overall job security. These employees may be so resistance to change that they will not be able to adapt to the new conditions and even be outwardly hostile. For employees who dont pick out a hostile attitude towards the change and disruption they may still have no receptivity towards it without enthusiasm to twitch the new measures it is possible that the optimum level of benefits may never be utilized. The survey done indicates that employees who dont understand the reasons behind the change and are still forced to adhere to the new rules and practices gift a decline in engagement level of upto 71% with over a 43% append in unwanted turnovers, which could lead to a prominent loss of productivity after the change is implemented. HRM practices can effectively work on transforming the negative attitudes of the employees. To support the change management there are 2 avenues for HR to take, firstly they can work on removing the hostility from the employees by assuring them that their fears and skepticism are unfounded by increasing their knowledge about the change being initiated through seminars, programs and training. HR Professionals have to lead the change programme through a systematic drive of providing education, communication, facilitation and support to the employees, so that we may secure the involvement, participation and commitment of the complete workforce (Lal, 2001) Lal, J. (2001). Managing Change through HR, Presidential Address. Delhi Business polish A well informed workforce will be more willing to admit why the change is necessary and management should make