MN7181- MANAGEMENT OF CHANGE
Management of Change
Whenever
a company changes something major, it faces a lengthy transitional period as
employees and managers adjust to their new responsibilities or work
environments. Change management is a strategy, review and implementation framework
that aims to reduce short-and long-term disruption in order to make the
transition as smooth as possible (Neves and Schyns, 2018).
HR
professionals facilitate change management in two principal ways:
1)
Ensuring that general change objectives are met by participating in the
planning and execution stages with other managers;
2)
Using their familiarity with the organization’s employees to understand their
needs and expectations during a change.
A HR specialist in many companies is the
primary link between managers of structural change and workers who will be most
affected by the change. Change management helps mitigate the negative effects
of significant change in the company. The degree of experiencing these negative
effects depends on whether the change is on a small or large scale. Change can
affect workers ' workflows, reduce morale, decrease product quality or lead to
loss of customers if not considered carefully (Johnson and Szamosi, 2018).
The first step in implementing a change
management plan is to create a diagram outlining job descriptions and employee
duties at all organizational levels. This is done in order to provide
administrators with the most up-to-date information on the categories of
employed workers, their current responsibilities, and the degree to which these
duties can be easily changed (Johnson and Szamosi, 2018).
The
next step includes reviewing current employee roles and determining how to
successfully transition current employees into the new organizational
structure. HR is responsible for meeting with staff and other members of the
change management team in this process to determine how well workers will
adjust to new job duties.
HR
practitioners provide an overall overview of positions in the third phase that
will be significantly affected by the change, positions that will be moderately
affected, and positions that should not be affected. This is done in the
context of the new organizational structure, the current skills and
responsibilities of employees and whether or not new employees are to be hired
(Neves and Schyns, 2018).
References
Johnson, P. and Szamosi, L. (2018) 'HRM in changing
organizational contexts', Human resource management.
Neves, P. and Schyns,
B. (2018) 'With the Bad Comes What Change? The Interplay Between Destructive
Leadership and Organizational Change', Journal of Change Management.
Change management is a process that helps ease any organizational transitions. More specifically, it aids on the people side of change. In essence, it helps “employees to understand, commit to, accept, and embrace changes in their current business environment.”
ReplyDeleteIf people don't corporate to do the changes and adapt to it then what do you suggest?
ReplyDeleteUnanticipated events can cause project plans to change. Significant changes need to be documented and communicated within the team. The Change Management Process maintains order during project execution, ensures discipline, and minimizes waste. Four elements of the Change Management Process discussed include the Request, Analysis, Approval, and Implementation.
DeleteA good introduction for change management,
ReplyDeleteyou have nicely explain about the Management of Change. interesting article..
ReplyDeleteGreat article. Breifely explained about management of change in organisational behaviour.
ReplyDeleteExcellent discussion on Change Management with a rich and expansive survey of primary thoughts on the subject. Thank You for a blog well done!
ReplyDeletechange is happening very fast these days, what we have today will be a total different thing tomorrow, good explanation, keep up the good work
ReplyDeleteWell discussed about change management! weldone!
ReplyDeletein change management are well detailed and well explained and well defined
ReplyDeleteChange Management has been a very critical factor when organizational impact for new perspectives notes in the blog.quite valuable literature noted in the context with proper citation noted ! Good work in bring in up the context and presentibg the blog in a constrctive manner . I suggest all bibilography could be referred as references
ReplyDeleteChange has to be managed well to prevent hazards of the change which may not be anticipated. Some of them could be detrimental. It would have been to more interesting to relate it to your trade. Number of references should have been more. Anyway nicely written blog.
ReplyDeleteChange can not be over handled. Which can lead to a disaster in terms of labor unrests and protests. This will happe if administrative powers over excercised when change. HR should involve for a ssmoothly change with lots of awareness, training and motivations.
ReplyDeleteManagement of Change (MOC) is a best practice used to guarantee that safety, health, and environmental risks and dangers are appropriately controlled when an organization makes changes to their facilities, operations, or personnel
ReplyDelete