October 1, 2022

Change management must be systematically practiced by applying knowledge, technology tools, and other available resources to deal effectively with the change. This process involves adopting new-age corporate strategies and procedures with the help of technology to handle the changes in external and internal business environments. Effective practices in change management go far beyond simply operations management and technical tasks. It involves leading from the people’s side when a significant change happens within the organization. The fundamental goal of change management should be to implement the process successfully by minimizing the negative outcome concerning the operation and people alike.

Ram Chary on organizational change management

The rate of organizational change has accelerated dramatically over the last few years. A Gartner report shows that an organization may have underground at least five significant enterprise changes in the previous three years. About 73% of the corporates expect more changes in the next couple of years. As these change initiatives have become inevitable and more frequent, Ram Chary also points out the importance of effectively managing human resources through the times of change has also become important. Significant changes will affect the people across all levels of the organization.

Human resource management while handling change

The Human Resource Department has a pivotal role in organizational change management from the beginning itself. It should take the initiative to assist the process by creating an influence on the following areas.

– HR should try and improve the understanding of people affected by the change

– HR should try to increase communication between the employees and management

– Try to identify the risks and try to mitigate them same.

– Enhance employee satisfaction through various initiatives.

– Try to build trust between employees and company management.

– Try to enhance the employee skills and knowledge through change-related training and development initiatives.

The business managers who are spearheading the transformations need to stay competitive by working with the HR staff to ensure employee buy-in and support. The management should focus on having exemplary leadership and support from all executive teams in unifying the thoughts and building a well-defined strategic direction. Another important aspect is to ensure that all the managers are equipped with reports and data for the change commitments.

During This process, in terms of HR management, it is also necessary to have one-on-one conversations to help the team members analyze and understand how the changes may affect them. The questions managers must address with employees include “what are the changing scenarios?” “Why is it changing at this time?” “How may it affect your area of employment?” etc. You should also determine and share with them the level of commitment needed from them to actualize the change.

The corporate change strategies should work closely with the human resource team to understand these questions and identify the correct answers. As Ram Chary explains, the right and convincing answers to all the questions should be discussed with the management and directly with the employees to build trust and gain support for successful change management.

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