Management of Change



Change management is the mechanism, tools, and strategies for handling change on the human side to achieve the business result necessary. Successful reform tackles the technical side as well as the people side. The emphasis on change management is to help individual employees make their own personal transformation. The corporate point of view is "The Change" to the way we do business; whereas the individual point of view is "The Change" from the way you do your job today to the way you do your job after the change has been introduced.

Today, the world of handling human resources is changing faster than ever. As a result of rapid environmental changes, human resource positions in many international corporations face constant challenges. Human resource management's focus is on adding value as an organizational function, the human resource department's position in many global companies becoming more multi-dimensional.

Organizational change also offers a major opportunity for human resources to engage in activities that affect business outcomes, as the teaching section of the Corporate Leadership Council provides an overview of the basics of change management and the role of human resources. Such teaching module supports business organizations with the following fundamentals for change management: diagnosing business problems driven by change; identifying the skills needed to manage change; selecting the right change strategy; and overcoming barriers to change.

The ongoing process of changing a corporate culture takes time and requires constant monitoring. It is about changing the company to create a positive work environment by continuous control and influencing people's beliefs, perceptions, values, and behavior patterns. This report from the Corporate Leadership Council focuses on the obstacles and approaches faced by companies trying to change the corporate culture. Leadership, pacing, and behavior modification are key factors in this process. There are practices within the organization that act to maintain it by giving employees a set of similar experiences once a corporate culture is in place. Many human resource practices, for example, reinforce the culture of the organization; such as the selection process, performance evaluation criteria, reward practices, training and career development activities, and promotional procedures ensure that those hired fit in with the culture, reward those who support it, and penalize those who challenge it. Three forces play an especially important role in maintaining a culture, selection practices, top management actions, and methods of socialization.

References


D’Ortenzio, C., 2012. UNDERSTANDING CHANGE AND CHANGE MANAGEMENT PROCESS. In D’Ortenzio, C. UNDERSTANDING CHANGE AND CHANGE MANAGEMENT PROCESS. University of Canberra.
Mackinnon, L., 2007. John Kotter on Change Management. [Online] Available at: http://www.think-differently.org/2007/06/book-review-john-kotter-on-change/ [Accessed 20 December 2019].
Neves, P., 2009. Readiness for Change: Contributions for Employee’s Level of Individual Change and Turnover Intentions.. Journal of Change Management, pp.215-41.
Williams, G. & Davies, F., 2012. Using social exchange theory to predict the effects of hrm practice on employee outcomes. PhD Thesis.


Comments

  1. Sameera Madhawa Thalakotune January 8, 2020 at 5:20 PM

    Drilling down further we find that the change management plan is a subset of the project management plan and is used to outline the change management process - a process that determines the who, when, what, how are we going to manage the changes on the project.

    ReplyDelete
  2. Yohan RatnayakeJanuary 9, 2020 at 11:50 PM

    Excellent discussion on Change Management with a rich and expansive survey of primary thoughts on the subject. Thank You for a blog well done!


    ReplyDelete
  3. Thilina RajapakseJanuary 11, 2020 at 12:53 AM

    change management in the organization vastly explained.great work.

    ReplyDelete
  4. Sandeep WarakagodaJanuary 11, 2020 at 5:23 AM

    What are the key indicators in change management at the banking sector?

    ReplyDelete
  5. Dr Amila Shashanka RatnayakeJanuary 14, 2020 at 9:57 PM

    A nice description of change management in general. It would have been more attractive to apply it your industry.

    ReplyDelete
  6. Chandana kumaraJanuary 18, 2020 at 5:39 AM

    Good article. You shared valuble information through your blog post.

    ReplyDelete

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