All organizations, at one point in their existence, will need to evolve. Hence changes are inevitable in any organization. Organizational changes and shifts are those that impact the entire organization. Therefore, significant alterations in technology, mode of operation, management, personnel, and company objectives are necessary for any organization to keep up with the ever-changing globe. There are wide-ranging categories of organizational change hence an organization needs to figure out the type of organizational change it wishes to undertake before formulating a change management strategy. The best management blueprint helps roll out the suitable change management proposal for the best outcomes that satisfy every organizational stakeholder. Therefore, this essay examines and explains how organizations can launch organizational reforms using different aspects such as management, human resource, and other themes.
How businesses can initiate organizational reforms
Role of Human resource
The human resource department is one of the crucial departments of any business organization. Continuous change occurs due to increased competition, the flow of information, level of awareness in clients, among many other factors. Therefore, organizations need to respond to such changes to keep up and stay caught up. An organization’s preparedness and dynamism are major success components in dealing with uncertainties. A significant agent for change in any organization is its human resource. For the fact that human resources must comprehend people and their worries and concerns. Their general role in the change process is to manage change using a methodology that lowers resistance to the lowest levels possible. Some perceive the human resource of an organization as enablers of the change process, while others see it as supportive (“role of human resources management in organizational change,” n.d.).
Given their frequent, supportive function in organizations dealing with the complicated processes of change, human resources ought to be aware of the categories of responsibilities available to them to implement the change process effectively. Effective organizational change is implemented primarily through communication, marshaling, and evaluation. Communication involves sharing with participants the necessity for change and the practices that leaders of an organization seek to alter. Creating support for the new method of working from colleagues entails efforts of the human resource department to mobilize them. Evaluating and tracking genuine efforts and changes entails measuring leaders. Not all change processes should be carried out the same way or provide the same results.
When an organization has settled on change, the human resource must be fully behind the change. In this situation, a human resource strategy should align with the routines, procedures, plans, regulations, and philosophies that encourage employees to adopt the proposed organizational change. The role of human resources is to recruit and hire skilled personnel with the required skills to transform the organization. Human resources should create a policy for hiring and retaining employees, evaluate the organization’s needs to determine its current and future human resource requirements, identify both internal and external human resource pools, analyze functions and jobs to identify their components, evaluate qualification profiles, and create job descriptions that clearly outline the duties and competencies required of employees (Wageningen University, n.d.).
Leadership Role
A leader in an organization is a person who steers a group of individuals and business organizations and enables their transformational operations. Changes are sometimes intricate and complex for any organization leader to implement. Management means the operational aspect, such as controlling, planning, directing, and coordinating. Leading the change process, however, means something beyond management. Leaders should not feel hopeless due to uncertainties when implementing change. Leadership in change necessitates an awareness of the risks and hazards and an equal amount of patience, perseverance, and resilience in the face of new challenges. Moreover, strong process orientation is necessary for change leadership. By approaching change as a process and knowing the crucial steps to take at each stage, a leader can reduce risks and increase the chances of success.
The initial step in any organizational transformation endeavor is a vision from the leadership. Whether internal or external forces are behind the change, developing a vision will clarify the transformation’s path. Also, the vision will help spur affected individuals to move precisely. Leading organizational change involves several aspects. A leader must identify key personnel and groups in the change process. The leader formulates and executes strategies. Humans fight against change, especially during the transition (Sainger, 2018). They fight against losing their sense of self and familiar surroundings, being disoriented, and running the risk of failing at a fresh start. Even when a change is for the better, there may still be opposition. People want to step out of their comfort zone if they know what is in store for them in the next stage. The ability of participants to adjust to the new paradigm determines whether the change is successful. A leader plays an essential role in the change process by acting as an example.
Leaders are required to help involvement of the workers of the organization to speed up change. In order to hurry the change process, it is the role of the leaders to communicate, provide support, be involved, and educate the employees about the change process (Hussain et al., 2018). When a leader is transparent throughout a change process, it reaffirms and strengthens employee involvement in organizational change processes involving meetings and discussions. This enables employees to voice their thoughts and attain greater control. Leaders who model positive conduct and offer assistance or advice during a period of change will benefit from task commitment and efficiency. Throughout the process of change, there are five essential leadership activities. Motivating employees during the change process, developing a vision, gaining political backing, managing the transition, and maintaining momentum are the critical roles of the leader (Hussain et al., 2018). Developing political support and managing the transition shows the moving stage of change, and maintaining momentum shows the implementation of change.
Technological Role
Technological reforms within a business organization are necessitated by the escalating market competitiveness and the rapidly advancing state of technology. Introducing new software or systems to enhance business operations is a standard part of technology change. Unfortunately, the objectives of technology projects are frequently inadequately defined and conveyed, which worries and irritates employees in any given business organization and eventually results in protests against the change. The integration of digital technology across all areas of an organization, a change that will have a massive impact on how an organization functions and provides value to its clients, is called digital transformation. Although technology is the foundation of digital transformation, change management also includes a human element that advances alongside your technology (“role of technology in change management,” 2019).
Technological integration is vital in an organization to help employees improve their work and to make it more efficient. An organization must give its employees adequate time to adjust to new technologies. An organization must have a sound transition strategy before implementing new technology. Usually, employees are curious about why the new technology is required, how it differs from existing options, and how their employer plans to support them during the technological transition (“role of technology in change management,” 2019). The biggest issue with today’s technologically oriented workplace is that technology develops faster than individuals and organizations can acquire and maintain the right skills. By recognizing behaviors and anticipating actions that must be taken, machine learning and artificial intelligence have enabled business organizations to take advantage of employee demands and reduce the strain of routine jobs. It is impossible to overemphasize the importance of technology in bringing about change in business organizations.
Conclusion
Changes are inevitable in every organization because all must adapt at some time in their history. Organizational upheavals and changes affect the entire organization. Hence, substantial adjustments in technology, operational style, management, employees, and business goals are required for any organization to stay up with the rapidly changing world. One of the most important departments in any company organization is the human resources division. Increased competitiveness, information flow, and client awareness, among other aspects, all contribute to the ongoing transformation in the business world. An organization’s leader directs a team of people, while a company’s structure supports its transformational activities. Changes can be challenging for any organization’s leadership to implement. Management refers to the practical side of managing, organizing, directing, and coordinating. A corporate organization must undergo technological adjustments due to the intensifying market competition and the technology’s quick advancement. One frequent aspect of technology transformation is introducing new software or systems to improve business operations.
References
Hussain, S. T., Lei, S., Akram, T., Haider, M. J., Hussain, S. H., & Ali, M. (2018). Kurt Lewin’s change model: A critical review of the role of leadership and employee involvement in organizational change. Journal of Innovation & Knowledge, 3(3), 123-127.
Sainger, G. (2018). Leadership in digital age: A study on the role of leader in this era of digital transformation. International Journal on Leadership, 6(1), 1.
The role of human resources management in organizational change. (n.d.). Academia.edu – Share research. https://www.academia.edu/11096744/The_Role_of_Human_Resources_Management_in_Organizational_Change
(n.d.). Wageningen University & Research eDepot. https://edepot.wur.nl/458287
The role of technology in change management. (2019, July 9). CMSWire.com. https://www.cmswire.com/digital-workplace/the-role-of-technology-in-change-management/
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