Irrespective of the size or nature of the organization,
every business encounters challenges in managing its human resource. These HR
challenges emerge as a response to changes in the political, economical, technological,
or social climate and circumstances.
The dynamic technological changes, an evolving economy,
fluctuating social norms etc., are some of the many factors which affect
changes at the organizational level. Thus, adapting to new demands and dynamics
is imperative to growth.
Organizations that embrace change timely and learn from it
emerge more successful than the ones that resist it. The human resources department
is primarily responsible for leading its organization in the way of accepting
and embracing change.
However, among other things, the change process requires
time, vision, and role-modelling. It also needs an environment where learning
and behavioural changes are encouraged.
Thus, embracing change is one of the biggest HR challenges.
Following are the ways to identify and embrace a successful change process in
an organization.
HR metrics should be in place to assess a business’s
readiness for change. These metrics must align with the organization's goals
and should focus on building capacity and capability. A report by the Chartered Institute of Personnel
and Development suggests that a shift must be made in the HR focus from mainly
analyzing data of historical trends to interpreting varied data which is
obtained through APIs. The information thus obtained can then inform a
business’s strategic future decisions.
Software applications that use data for recruitment,
payroll, learning and development, etc. can help improve efficiency across the
business and provide the best insights. For instance, there is software that
can assist in measuring an individual employee’s impact and also take the pulse
of the organization to highlight the areas which need potential change.
Furthermore, you must consider how fast a change needs to be
implemented and the training required for bringing such change. HR's role is to
analyse and interpret an organization’s capacity to adjust to new changes.
Once the assessment part is complete, HR should next proceed
to identify a vision for the change process. This part includes a specific plan
for the what, how, why, and when.
These plans should then be communicated effectively through
the organization to avoid any form of confusion in the minds of employees
regarding the reasons for the change. Also, by keeping management in the loop
from the very beginning, we can ensure that they defend the rationale for the
change and collectively deliver a common message.
Also, the employees which are impacted by such change must
be allowed to present their views and feedback on the same. This way HR will
also be able to address all the questions and concerns regarding the changes
proposed by the employees.
HR departments have the ability to identify early achievers
and reward and highlight their accomplishments to the organization.
Moreover, when employees anticipate beneficial outcomes they
will be in favour of the change of processes. Thus, the new changes must be
organized and structured and at the same time be able to provide sufficient
motivation to employees.
Thereafter, consistent monitoring of the initiative is
important and HR must ensure that the results are still in line with the
primary goal of the project, as well as with the organizational goals.
Even after the change is considered to be successfully
implemented, it should continue to be integrated through regular reminders or
recognition programs, to make sure that the employee motivation remains high
and consistent.
Here are five effective HR strategies that can help embrace
and learn from a changing environment.
HR can play a vital role in ensuring that the employees who
are working from home receive the same kind of experience as the ones
on-premises. Employees are more likely to treat and interpret their work as
task-based rather than time-based or activity-based when they successfully work
remotely. This improves the employees’ productivity and is a strategy that has
proven effective for many organizations.
To improve communication and connection and promote
diversity in a virtual world, building a level of understanding and embracing
the situation is the best strategy. The employees of an organization need to
get to know their colleagues personally, irrespective of their culture or
background.
This helps them in finding common ground, deepening their
appreciation of differences, and promoting an inclusive, welcoming work
culture. Also, this will be largely helpful in avoiding developing a bias,
whether consciously or otherwise.
Resources must be treated as investments. HR should focus on
offering resources to develop high potential resources. Also, it is very
important to put in place a fair feedback system.
Another effective way for embracing change is to have in
place a comprehensive system for hiring the smartest and most talented
resources. For instance, HR can use tech-enabled project management software to
ensure that everyone working in the organization is smart and handles things efficiently.
“Change is the only
constant”.
Change can be extremely exciting if managed efficiently and
correctly. Also, change is inevitable when ensuring an organization’s
consistent growth. HR managers who can quickly embrace change and lead their
organization to do the same lead to overall success.