Human resource needs to see to the careful implementation of an organization change through careful planning in consultation with key employees from other departments. They also have to set short-term targets that need to achieved, and these achievements over a period of time will present a picture that can describe how effectively organizational change is implemented under human resource efforts.
It is logical to consider how one action can induce or stimulate another in any system. While people generally are aware of the manner in which a change in one system can impact another system altogether, the impact that the same change may have within its system might be even greater. When an organization undergoes change, it is bound to affect many main areas within its system. Human resource being affected by organizational change is one example.
It is important to understand how human resource is affected by organizational change. In doing so, it is important to understand why this department would be impacted by organizational change and how much it would be affected. Given that human resource is in fact the backbone of operations in an organization, any change brought to an organization would automatically see its human resource department over viewing and considering the change. This department has to do this because it needs to assess whether or not it would need to modify its approach to recruiting and training the right kind of personnel in order to deal with any new roles. A brief but important example one can present here is when an organization needs to develop itself as a high performance unit. Human resource has to make sure it recruits "energy-packed employees"1.
Human Resource Roles:
It is said that great efforts have been put towards human resource planning in various industries, and it is interesting to learn how effective this planning is, particularly when there is organizational change to deal with. Through human resource planning theory and the experience gained, one may evaluate how employee performance has been enhanced. This point is primarily mentioned at this point because of the fact that human resource to a great extent focuses on employee working conditions and how satisfied an employee should be in an organization. However, this is not the entire focus of human resources. Their role entails doing what is right for the organization as well, particularly when there are apparently newer challenges ahead. This is why "A change initiative must start with a proactive and positive approach towards the future" (Karp, 2004, 350).
Human resource needs to look into its current work force, and assess what strengths it has through individual analysis. This analysis will particularly be matched against the newer challenges facing the human resource. There might be need to look out for present or new employees who have particular skills for newer tasks. Human resource might consider training some of their important and skilled employees to handle these new tasks or they might need to hire individuals who already have the required skills.
Whether human resource needs to train their skilled staff or hire new individuals with required skills, the time factor is crucial (Stanley, 2002, 1). Often, a major error that