You may have heard it being said countless times that the only constant thing in this world, is change. As such, it is universal. Over the next few articles, I hope to take a closer look at the impact of change on organisations and the concept of 'Change Management.'
Consider this the first part of a series of articles on 'Change Management,' and its relation to Human Resource Management, then and now.
What is Change Management?
The first mention of change management was made by Worren, Ruddle, and Moore in the year 1999, when they observed it emerging as a type of profession in large consulting firms around the world (Lindholm et al., 2012, 270). According to them, change had essentially become a driving factor for organisations to enhance what they had to offer in a competitive marketplace (Lindholm et al., 2012, 270).
Change management has been defined by Anderson and Anderson as:
“... a set of principles, techniques, and prescriptions applied to the human aspects of executing major change initiatives in organisational settings. Its focus is not on ‘what’ is driving change (technology, re-organisation plans, mergers/acquisitions, globalisation, etc.), but on ‘how’ to orchestrate the human infrastructure that surrounds key projects so that people are better prepared to absorb the implications affecting them”
- (Rothwell et. al., 2009).
In light of this, it is important to understand the nature of organisational change.
Organisational change can take the form of adaptive or transformational change (Miller, 2020). Adaptive changes are characterised as slight modifications and gradual changes which are repetitive in nature. Such changes are made by organisations to make improvements to its products, processes and strategies (e.g. implementing hybrid working models). On the other hand, transformational changes take the form of substantial departures from the way things are (Miller, 2020). Examples of this would include implementing smart contracts instead of regular contracts, launching a new product, introducing new technology for recruitment etc.
The year 2019 was a massive year of 'change' for everyone. I'd like to subscribe to the view that the pandemic and the many challenges it brought with it for organisations such as, shifting to remote work almost overnight, the gamut of human resource related issues pertaining to leave and occupational health and safety, privacy concerns etc. was in itself a crash course in change management (Kelly, 2021).
Fast forward to 2023, the world of work is constantly challenged and revolutionised by technological changes, such as the use of artificial intelligence and blockchain technology, dramatic changes in customer behaviour, and changing expectations of customers, employees and employers, on a daily basis.
To put it simply, change is inevitable, external, and a constant factor any organisation is expected to deal with, whether they like it or not. While change is not within an organisation's control, how organisations respond and adapt to these changes are. The HRM function plays a key, irreplaceable role in this regard.
Dr. Cohen calls for HR to play the role of 'change agents' who are not just conduits for change, but rather those who collaborate with leadership to adjust to changing circumstances (Cohen, 2016). It could be suggested that the best HR professionals are agile, structured, and waiting on the next big change with open arms.
For an organisation, change management exercises should never be limited to obvious external factors, but look within and adjust to internal changes as well (Lindholm et al., 2012, 271). It is recorded that around 50 percent of the efforts made to manage organisational change have failed due to oversight pertaining to the full spectrum of changes that an organisation is faced with (Miller, 2020).
Rothwell, Stavros, Sullivan and Sullivan had pointed out 6 key trends for organisations to stay vigilant about.
They are:
1. Changed technology
2. Increasing globalisation
3. Continuing cost containment
4. Increasing speed of market change
5. Growing importance of knowledge
6. Increasing rate and magnitude of change
- (Lindholm et al., 2012, 271)
Going back to Dr. Cohen's interpretation of change management, she identifies that HR has a crucial role in identifying changes, developing methods to address changes and carrying them out in a respectful manner (Cohen, 2016). She further elaborates that HR professionals must have certain behavioural competencies in this regard, such that they can also engage employees in the needed change management process as well.
What are the steps of the Change Management Process?
Depending on where you read about it, you will come across four to five steps in the change management process.
Kelly bases her 4 step guide on four change management principles (Kelly, 2021).
They are:
- Understand Change
- Plan Change
- Implement Change
- Communicate Change
Another approach to this process is proposed by Miller writing for Harvard Business School Online. Her's consist of 5 steps (Miller, 2020).
1. Prepare the Organisation for Change
2. Craft a Vision and Plan for Change
3. Implement the Changes
4. Embed Changes Within Company Culture and Practices
5. Review Progress and Analyse Results
The additional step in Miller's take on this is the 'review process', which I think completes the full circle and measures effectiveness of the change you have just caused, against the objectives of such change. As such, I opine that Kelly has overlooked an essential aspect of change management in her four step guide.
Source: (HBS Online, 2022)
One can listen to a summarised introduction to Change Management, which is dealt with in my article by watching this concise, yet informative video by HBS Online.
Thank you for reading! Stay tuned for more articles on this topic as I continue to explore and delve deeper into its many facets.
Cohen, D. (2016) What is HR’s Role in Managing Change? [online] SHRM. Available at from https://www.shrm.org/hr-today/trends-and-forecasting/special-reports-and-expert-views/pages/deb-cohen.aspx [Accessed 2 April 2023]
HBS Online (2022) 5 Steps in the Change Management Process. Youtube. Available from https://www.youtube.com/watch?v=wxVgd8h1svU&t=26s [Accessed 2 April 2023]
Kelly, L. (2021) Change Management: What’s the Role of HR? [online]. Available from https://www.peoplegoal.com/blog/change-management [Accessed 2 April 2023]
Lindholm, J., Yarrish, K. K., Zaballero, A. G. (2012) The Encyclopedia of Human Resource Management. United States of America : John Wiley & Sons.
Miller, K. (2020) 5 Critical Steps in the Change Management Process [online]. Available from https://online.hbs.edu/blog/post/change-management-process [Accessed 2 April 2023]
Mind Tools (2022). MindTools | Home. [online] Available from https://www.mindtools.com/ahpnreq/the-four-principles-of-change-management [Accessed 2 April 2023]
Rothwell, W. J., Stavros, J.M., Sullivan, R.L. and Sullivan, A. (2009) Practicing Organization Development: A Guide for Leading Change. [online] Google Books. John Wiley & Sons. Available at https://books.google.lk/books?hl=en&lr=&id=EkvX3j_6iGAC&oi=fnd&pg=PR13&dq=Rothwell [Accessed 3 April 2023]
Good topic. I understand that this is an intro article to more articles in this regard and maybe you will address this later. I want to ask, how can leaders and HR managers create a culture that embraces change and encourages employees to embrace new ideas instead of resisting them?
ReplyDeleteInteresting question! To answer it, I would say that leaders and HR managers require a strategic approach. A few organisational change management strategies include, planning carefully; maintaining transparency; acknowledging and being truthful about potential challenges and drawbacks; communicating openly; creating a roadmap; providing training and support; giving employees the opportunity to be heard and participate; being devoid of expectation of overnight changes; monitoring and measuring; recognising and rewarding; leading by example (Krakoff, 2022). I hope this answers your question to some extent.
DeleteReference: Krakoff, S. (2022) The 10 Best Organizational Change Management Strategies. [online] Available from https://online.champlain.edu/blog/best-organizational-change-management-strategies [Accessed on 4 April 2023]
Do you think the obsession with change is hindering genuine progress in the modern workplace and in the world at large?
ReplyDeleteGreat question! In my opinion, change is not inherently good or bad. It varies according to the context. For example, progress, innovation, adapting to stay competitive are positive outcomes of embracing change. On the other hand, focusing heavily on change and constantly trying to adjust to it can create instability, reduced productivity levels, burnout and the absence of sustainability in the long run. The challenge for organisations is maintaining the right balance between dynamism and sustainable progress.
DeleteA very challenging topic.
ReplyDeleteEmployees sometimes resist to adopt the changes that organisation bring in due to the impact caused on their jobs by the change. Improper communication, lack of training and fear of job loss or insecurity also contributes for resistance. How can these employees be dealt with ?
Thank you for engaging with my article, Kabilashini. I believe you may have identified the solutions to the problems you have raised within the question itself. Nevertheless, let me answer your question. Where employees resist change, due to lack of proper communication and fear of losing their jobs, the strategic approach would be to improve the way the organisation communicates with the employees, ensuring transparency and simply being honest about the pros and cons of adopting the new change.
DeleteIn terms of lack of training, it should be advised that the organisation provide some form of training and development opportunities, to ensure smooth transition into the new system envisaged. The lack of training or the absence of it, could be counter-productive to the organisation itself. I hope this answers your question.
Hi, excellent area to talk about. The correct change is essential to have healthy journey of a organization consistently, HR department plays a vital role in order to make this changes when needed.
ReplyDeleteThank you for your feedback and comment.
DeleteThank you for engaging with my content, Hadhil. Addressing your question, it is my view that leadership plays a significant role when it comes to change management efforts, including supporting HR professionals in their change management efforts. It is not wrong to say that it is an organisation's leadership that creates the culture of change. They can support HR professionals in change management by providing a clear, unambiguous vision and directions to achieve it; approving needed support structures to implement the changes needed; maintaining open, transparent and effective communications with them throughout the process, from start to finish; and encouraging collaboration by working closely with HR professionals. Hope this gives you an idea of ways to approach the issue you have raised.
ReplyDeleteChange in management is a vast topic to discuss. Excellent selection Thanuki. I think the role of human resource management (HRM) in the change in management is crucial. HRM is responsible for managing the human capital of an organization and ensuring that employees are motivated and equipped to handle changes in the organization's structure, processes, or systems. According to Kavanagh et al. (2019), HRM plays a vital role in facilitating successful change in management by providing support and guidance to employees during the transition. This includes communicating the need for change, providing training and development opportunities, and addressing employee concerns and resistance to change. HRM can also help create a culture that embraces change by promoting open communication, collaboration, and a willingness to learn and adapt (Kavanagh et al., 2019). Therefore, HRM is essential to the success of change in management initiatives and plays a critical role in ensuring that changes are implemented smoothly and effectively. What are your thoughts?
ReplyDeleteGreat observations on the link between HRM and change management, Lasni. Regarding your question, yes, I most definitely believe HRM plays a vital role as I have mentioned and introduced in this article. I hope to go into more detail in the upcoming articles about this same topic. I invite you to stay tuned for what is coming up in the next couple of days, to find out more.
DeleteGood article. No matter the direction, nothing can be achieved in an organisation without the support of their employees.
ReplyDeleteAppreciate the comment. Yes, I agree with your observation. Don't miss out on what's coming up in the next couple of days on this topic - stay tuned to find out more.
DeleteAnother interesting HR topic, and I'm looking forward to your next article on change management, part 2. By starting the change and taking the lead, HR can play a dual role in change management. It can also act as a facilitator for changes that other executives and departments started. The HR division carries out a number of tasks related to major change tracking, communication, and implementation. HR specialists frequently help workers by acting as a point of contact for inquiries and issues, and by clarifying any effects on staffing. Moreover, HR frequently organizes meetings and communications regarding the change and associated projects.
ReplyDeleteThank you for engaging with my article, Piumi. Great observations on the links between HRM and change management too. Especially the one about HR professionals taking on a dual role as both 'leaders' and 'facilitators' of change. I touch on this in my second article, which will be released later today. Stay tuned to find out more!
DeleteFantastic thought in here you are clearly describe change Mangement process very well, Creating a change management strategy aids organizations in navigating change with more ease. Changes can be demanded, but if you don't have a strategy for how to carry them out, keep an eye on them, and report on their success, you're putting yourself up for failure. Change management gives you more control over the entire process, irrespective of the kind of change you want to implement. This process is usually supporting a cost-effective implementation strategy and investment.
ReplyDeleteThank you for your kind feedback, Asanka. Excellent observations too, might I add. I specifically find your insights regarding how change management gives more control over processes, and that it makes the process cost-effective, to be quite interesting.
DeleteThis is a very informative article on change management and its connection to human resource management. Change is indeed inevitable, and it is crucial for organizations to respond and adapt to these changes effectively.
ReplyDeleteThank you for your kind feedback and keen observations, Hansika.
DeleteThe article is a great introduction to Change Management and provides useful insights into the key concepts and principles that HR professionals should understand. You have done a good job of breaking down the change management process into manageable steps and explaining the importance of each one.
ReplyDeleteit would be great if you could delve into some of the challenges that organizations often face when implementing change and provide tips for overcoming those challenges. Hope to see some of those in your coming posts.
Thank you for engaging with my article, Prasadi. I will certainly try to address the challenges and suggestions in another article on Change Management later on. Please read my second part article on this topic for a further discussion on this, where I talk a bit about different qualities that HR professionals must have during the different stages of Change Management.
DeleteChange management techniques are essential in the current context, such as Agile methodology, employee engagement, communication, training and development, data-driven decision-making, and change champions. These techniques should be tailored to the specific needs and context of each organization to manage change effectively and achieve desired outcomes. Agile methodology is an iterative approach to change management that emphasizes flexibility, collaboration, and responsiveness to change. Employee engagement, communication, training and development, data-driven decision-making, and change champions are key to successful change management.
ReplyDeleteGreat observations and insights, Jothi. I believe that agile methodology should be discussed as a separate article, as it is quite a vast topic on its own.
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