Abstract
The process of change in organizations is usually triggered by business-related environmental factors which if not managed adequately result in uncertainty and volatility leading to a situation where an organizations may lose competitive advantage especially if its response is reactive. Consequently, organizations’ preparedness and pro-activeness across all functional departments are key success factors in terms of the wise use of resources/capabilities. Of particular significance is the human resource (HR) function whose role is fundamental in the change process necessary to accommodate change. This research aims to assess the role of HR in the ongoing process of change in organizations by identifying the change process, the functions and roles of HR in this process and how these interrelate. Exploratory qualitative research is used based on primary data obtained from semi-structured interviews. A willing small sample of HR experts and practicing professionals is selected. The research outcomes shed light on the HR practitioners role in the process of change, and an assessment of the nature of the intertwining effect to develop appropriate response policies in a more effective and efficient manner. Findings, though pertinent to a small group and may not be generalizable, act as an eye opener to organizational policy makers as well as HR managers.
Highlights
According to Jones [2], organizations try to mitigate the negative impact of change using several organizational development (OD) techniques including “education and communication, participation and empowerment, facilitation and support, bargaining and negotiation, and coercion”, other OD techniques are used in order to promote change like counseling, training, and team building
The General Role of HRM in Change Management Interviewees tend to believe that human resource (HR) professionals must be proactive rather than reactive to handle today’s world changes and it is not sufficient anymore to act classically to a certain threat
In general academics and professionals agree that the general role of HR in the change process is managing change with a methodology that reduces resistance to its lowest levels possible, because human resources must understand people and their concerns and fears, where some consider HR as the facilitator of the change process while others consider it to be supportive
Summary
The benefits of the aforementioned steps are to drive the change in a systematic way, plan for the change, and mitigate the impact of change on the organization. According to Jones [2], organizations try to mitigate the negative impact of change using several organizational development (OD) techniques including “education and communication, participation and empowerment, facilitation and support, bargaining and negotiation, and coercion”, other OD techniques are used in order to promote change like counseling, training, and team building,. Cummings and Worley [3] assert that organizational development intervention is manifested in specific actions namely, “1) Human Process Issues including communication, problem solving, decision making, interacting and leading; and 2) Human Process Interventions including interpersonal, group process, and organization process approaches” Cummings and Worley [3] assert that organizational development intervention is manifested in specific actions namely, “1) Human Process Issues including communication, problem solving, decision making, interacting and leading; and 2) Human Process Interventions including interpersonal, group process, and organization process approaches” (p. 155)
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