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.
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