This week we explore the aspects of the change in an organization and the counteractions that HR professionals act upon over a competitive landscape. Change champions, in particular, are generally a good contribution to the process of building on a new vision in strategies. This concept of change agents is among the most valuable from this week material through the challenges faced in the management systems. Playing a leading role isn't an easy task when facilitating change especially when the external outcome is the bottom line out of the initiatives.
To help explore the effectiveness of specific HR practices during a change process, it is important to evaluate the impact of employees commitments change by playing a strategic role being proactive rather than reactive (Maheshwari & Vohra 2015). It is not entirely up to the line managers but HR professionals as in the Hilton first example in Chapter 6 of HR from Outside in having a thorough planning through HR leadership in the anticipation of a major headquarters move and the battle in emerging markets.
Reference:
Maheshwari, S., & Vohra, V. (2015). Identifying critical HR practices impacting employee perception and commitment during organizational change. Journal of Organizational Change Management, 28(5), 872-894. Retrieved from https://search-proquest-com.prx-necb.lirn.net/docview/1710607315?accountid=33575
Research on organization change and highlights of critical roles in HR practices. Methodology to findings involves literature review of best practices to the frameworks used during a change.
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