According to The Evolution of HR by Vosburgh (2007), the human resource department plays a significant role in change management. There are various aspects in which the HR plays in supporting and enabling change in an organisation. Firstly, the HR motivates the employees to undertake the change as well as fully participate in the program of change management. The HR fulfils this by recruiting the right individuals who are more creative to bring a fresh perspective to the table. Additionally, they encourage and mentor the recruited individuals so that they act as change agents. The human resource further rewards and recognizes the employees who passionately participate in the change initiatives thereby contributing to a successful change management plan. To gain a competitive advantage or to maintain their positions, businesses are needed to constantly change (Reeves & Deimler, 2012).
There are several competencies that are crucial for the HR to effectively support change. To start with, the HR ought to be a credible activist to perform what he or she promises to do. More so, they should have effective interpersonal skills and take strong positions with regard to business issues. Secondly, the HR should be strategic positioned in order to understand the business in the political, social, technological and economic contexts. They should also understand the logic and structure of their industries. Thirdly, the HR should be a capability builder so that they can develop, audit and orchestrate a strong organisation by assisting to define and build the capabilities of the organisation (Ulrich, 2012). Furthermore, the HR should be a change champion to develop the capacity of the organisation for change and translate this change into structures and processes. The HR should be a technology proponent to enhance the efficiency of the HR processes.
Delegate your assignment to our experts and they will do the rest.
During the organisational change, effective communication and the fair treatment of employees are among the best practices of the HR to facilitate the success or failure of any change initiatives. The HR should clearly communicate the vision of the organisation and as well address the questions and concerns that the employees will encounter in the course of the change. The HR should also keep the best employees at work which will be a key factor in successful restructuring.
References
Reeves, M., & Deimler, M. (2012). Adaptability: The new competitive advantage. Own the Future: 50 Ways to Win from the Boston Consulting Group , 19-26.
Ulrich, D. (2012). What's next for HR? The six competencies HR needs for today's challenges. Retrieved from Personnel Today .Vosburgh, R. M. (2007). The evolution of HR: Developing HR as an internal consulting organization. People and Strategy , 30 (3), 11.
Vosburgh, R. M. (2007). The evolution of HR: Developing HR as an internal consulting organization. People and Strategy , 30 (3), 11.
