The Role of HR as Business Partners in Impementation of Change Essay

The Role of HR as Business Partners in Impementation of Change Management Strategy - Essay Example It is seen that the HR is not involved as a partner and its participation is not sought at the need assessment or change planning and development stage. The HR’s resources and skills are used only as means or tools for implementing the trainings and conducting the evaluation post the change. The research highlights the fact that the organizations are missing out on using the potential of HR to contribute significantly at the planning, implementation and transition phases of change management. The research concludes with making recommendations to involve the HR in providing basic inputs and direction to planning, and autonomy and empowernment during implementation, transition and evaluation phases. Table of Contents Chapter 1: Introduction 1.1 Introduction and Background 1.2 Research Objectives 1.3 Research Methods 1.4 Outline of Chapters 1.5 Summary Chapter 2: Literature Review 2.1 Introduction 2.2 The Concept of Change Management 2.3 Introduction to the Role of HR in Change M anagement 2. 4 Human Resources and Change Management 2. 5 Employee Involvement and HR during Change 2. 6 Challenges Faced by HR during Change Management 2. 7 Tools and Strategies that would help HR facilitate the change in a better way 2. 8 Summary and Conclusion Chapter 3: Research Methodology 3.1 Introduction 3.2 Research Approach 3.3 Research Methods 3.4 Research Design 3.4.1 Sample 3.4.2 Data Collection Instrument 3.4.3 Data Collection Method 3.4. 4 Data Analysis Method 3.4.5 Validity and Reliability 3.4. 6 Ethical Considerations 3.4.7 Summary Chapter 4: Findings and Analysis 4.1 Introduction 4.2 Findings 4.2.1 Changes in the Market Environment in the Past Five Years 4.2.2 Threats and Opportunities Due to the Changed Business Environment 4.2.3 Assessment of Internal Needs To Change 4.2.4 HR’s Role in the Need Assessment Phase 4.2.5 Challenges Faced By HR during the Need Assessment Stage 4.2.6 HR’s Role in the Changement Management Process 4.2.6.1 Planning 4.2.6.2 I mplementation 4.2.6.3 Transition 4.2.6.4 Evaluation 4.2.7 Challenges Faced and Strategies Employed for the Change Management Process 4.2.7.1 Challenges To HR 4.2.7.1.1 Implementation 4.2.7.1.2 Transition 4.2.7.1.3 Evaluation 4.2.7.2Strategies Used by HR 4.2.8 Reflections on the Role of HR in the Change Management Process 4.2.9 Summary Chapter 5 Conclusions and Recommendations 5.1 Summary of Findings 5.2 Recommendations 5.3 Research Limitations and Scope of Future Research List of Tables and Figures Table 1: Changes in the Market Environment in the Past Five Years Table 2: External Environment Changes Related Threats and Opportunities Figure 1: HRs Role During Implementation Phase of Change Management References The Role of HR as Business Partners in Implementation of Change Management Strategy Chapter 1: Introduction 1.2 Introduction and Background The modern day business environment has become extremely dynamic and increasingly complex because of the huge transition from a local to a global marketplace. As the world has become a smaller place because of rapid technological advancement, the competition has been increasing continuously; the management is under constant pressure to improve the performance by lowering the cost of operations and improving efficiency, productivity and logistics. Hence, the organizations are invariably forced to rethink their strategies and realign their mode of operations to be able to meet the challenges and to provide the right response to the customers as well as to their

Structure in the human resource management Essay

Structure in the human resource management - Essay Example The features of the Human resource management thus include: demonstrating expertise at organizing the management, competence in the administration of personnel, specialization in the management of manpower and competence in industrial management. The human resource management docket is usually headed by a human resource manager. This paper examines human resource management with reference to the roles, the various careers inherent and further examines interviewing as an aspect of employment and recruitment. With the above features, it is evident that a number of people have made assumptions over the aspect of management and development of human resource. This explains why some organisations will have the entire human resource management as a subsidiary of human resource development (Gary, 1996). This perspective further explains that Human resource development is far much broader than the former and encompasses the development of careers, development of the entire organisation and training. There are a number of careers that are common to any form of human resource management. These careers include human resource assistance which is a generalised job field in human resource (Cynthia et al 1995). Other major careers include employment alongside placement and recruitment that are basically upheld through interviews headed by interviewers. Human resource management also calls for the need to have specialists in Equal Employment Opportunity (EEO) that are also referred to as college recrui ters (Gary, 1996). For training, there is need to have specialists in both training and orientation. For the purpose of remuneration, there is need to have specialists preferably analysts that can handle issues to do with the compensation , payment of salaries which may call for the need to have salary administrators alongside administrators that can handle benefit claims. The roles of Human Resource Management. The roles of the human resource management as depicted in the above careers thus include: making vital decisions on matters concerning the type of staffing to be adopted in the organization. Decisions on this aspect are usually made with regard to hiring people to assume the implicated positions or using contractors that work independently (Gary, 1996). Other functions include the recruitment and training of the best people for a number of positions within the organization. With regard to the former, it is upon the human resource management to ensure that the people recruited are excellent at performing their duties. This implies that the human resource management also deals with the evaluation of the performance of the recruited employees (Raymond, 2000). The human resource management docket is also held with the responsibility of ensuring that the type of manpower hired meets the expected standards with reference to the regulations within the firm (Raymond, 2000). Other responsibilities that are to be upheld by the human resource management include; managing and coordinating the approach to the benefits of employees alongside the compensation and the management of employee's records and man power related polices. Some of these roles will differ with regard to the scale at which an organisation operates where small scale operators may opt to perform these duties by themselves while some large scale