Identifying and assessing the process of planning and managing change within an organisation
Order Instructions:
Identify and assess the process of planning and managing change within an organisation.
What role should HR play in change management?
SAMPLE ANSWER
Process of planning and managing change
Business transformation and change is often difficult and involves changing organization culture and employees attitude towards accepting new way of doing things in the organization. Change management refers to organization practices and structured procedures that management of an organization adopts to lead people towards achieving a new vision or the stated goals of an organization (Cummings & Worley,2014). The process of planning and managing change begins by understanding the employees and their capacity to change. According to Hayes (2014), change management process encompasses three stages as follows:
Change preparation: This stage entails the preparation, assessment and strategy formulation. The leader in charge of the change process has to define the change management strategy and prepare the change management team. This preparation is done in readiness to carry out the required organizational direction in alignment with the corporate level strategy, and finally the change management leader has to develop the sponsorship, model.
Managing change: Phase 2 involves thorough planning and proper management and implementation of change process. The management team in this phase develops change management plans, take action on decisions made on earlier phase and implement plans on the functional level and operational level of the organization.
Reinforcing change: The last phase involves data collection, corrective plans, and acknowledgment. In this level, the management has to collect and analyze data from relevant departments. On the same note, the management also looks out for challenges that the team is facing and develop strategies that help to manage resistance from the employees.
The responsibility of Human Resource Management in change management process
Human resource management plays a critical role in change management because many of the issues tackled concern the people’s aspect of change. The human resource has the responsibility of ensuring that employees are motivated to undertake and participate in the change management program (Kuipers et al., 2014). The human resource department is also responsible in aligning organization goals, with the change management process.
On the same note, Human resource has to ensure that impetus for implementation of change at every managerial level is available such as the provision of structured framework for change. Furthermore, the management must provide mechanisms of aligning the management concerns with those of the employees (Raineri, 2011). This is achieved by identifying and establishing a workable change management process and finally Human resource management has to reinforce change management communiqué as a means of attaining the desired change.
In conclusion, Managing change as a progression from an organizational point of view helps to make certain that the right actions are taking place at the right moment. And those workers are gaining the right information they require to proceed through their personal process of change. The three processes is a sequence that in the end ensures that change impact is seen in the organization’s performance. Human Resource Department plays a primary role in managing and overseeing the change process. This role is imperative as it helps to align organization goals, change objectives, and the change process to ensure a smooth transition to achieve organization sustainability.
References
Cummings, T., & Worley, C. (2014). Organization development and change. Cengage learning.
Hayes, J. (2014). The theory and practice of change management. Palgrave Macmillan.
Kuipers, B. S., Higgs, M., Kickert, W., Tummers, L., Grandia, J., & Van der Voet, J. (2014). The management of change in public organizations: A literature review. Public Administration, 92(1), 1-20.
Raineri, A. B. (2011). Change management practices: Impact on perceived change results. Journal of Business Research, 64(3), 266-272.
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