HR Management: Facilitating Change Through Training, Recruitment

This presentation delves into the crucial role of Human Resource Management (HRM) in supporting and managing organizational changes. It highlights that change management is an approach focused on dealing with transformations in organizational goals, processes, and technologies. The presentation emphasizes HRM's responsibility in creating an environment where employees can effectively handle changes, providing them with the necessary guidance and support. Key HR functions such as training, recruitment, and performance appraisals are examined as levers for facilitating successful change implementation. The presentation concludes that HRM plays a significant role in guiding employees to adapt to changes while maintaining high efficiency and productivity, ensuring that organizational functions are not disrupted, and leveraging HR practices to improve the overall change management process.

Change Management

Table of contents
• Introduction
• Role of HR in supporting changes
• Training
• Recruitment
• Appraisal and Rewards
• Conclusion
• References

Introduction
 Change management refers to a approach which helps in dealing with the
transformation or changes that keeps taking place in context to
organisational goals, processes and technologies (Armstrong and Taylor,
2020).
 The major motive of change management is to formulate effective tactics
and strategies in order to respond to changes in an constructive manner
which includes guiding employees to deal with changes (Boongaling,
Faustino-Eslava and Lansigan, 2018).

 The major purpose of HRM is to provide employees with an atmosphere where
changes could be dealt with efficiency and in a constructive manner.
 Human resources managers are responsible for ensuring that employees are
dealing with changes potentially and to provide them with instructions and
assistance as on how to effectively cope with changes in procedures or policies
of an organisation (Campbell and et.al., 2018).
 HRM ensures the proper alignment with management in supporting changes
through understanding the vision and major motives behind changes.
Role of HR in supporting
changes

Training
 The course of changes are very
uncertain which cannot be forecasted
in an organisation.
 These changes are often resisted by
employees and it is hard for them to
deal with such changes while at the
same time maintaining the same level
of productivity and efficiency
(Mehrabi-Kermani, Houshfar and
Ashjaee, 2019).

Recruitment
.
 The process of recruitment is one of the
major function of HR department
(Fenech, Baguant and Ivanov, 2019).
 HRM is responsible for maintaining the
requirements of personnel through
hiring competent and talented
employees (Amado and Ambrose,
2018).

Appraisal and rewards
• Another crucial function of HRM is to
conduct appraisals based on the
performance and productivity of
employees (Dzwigol and et.al., 2019).
• Now appraisals are important to
conduct as these improves motivation
and satisfaction among employees
(Galli, 2018).

Conclusion
From this presentation, it has been concluded that human resource
management plays a significant role in managing changes in an
organisation. HRM is responsible for guiding employees in the direction of
adapting changes while maintaining high efficiency and productivity.
Changes are to be dealt in a way which do not interrupt the functioning of
an organisation irrespective of their causes (Stone, Cox and Gavin, 2020).
The human resources management through its various practices could bring
improvement in the process of change management. It has been analysed
that the major practices of HR including training, recruitment and appraisals
could be leveraged in supporting organisational change.

References
 Boongaling, C.G.K., Faustino-Eslava, D.V. and Lansigan, F.P., 2018. Modeling land use
change impacts on hydrology and the use of landscape metrics as tools for watershed
management: The case of an ungauged catchment in the Philippines. Land use policy, 72,
pp.116-128.
 Campbell, D. and et.al., 2018. Systemic work with organizations: A new model for managers
and change agents. Routledge.
 Mehrabi-Kermani, M., Houshfar, E. and Ashjaee, M., 2019. A novel hybrid thermal
management for Li-ion batteries using phase change materials embedded in copper foams
combined with forced-air convection. International Journal of Thermal Sciences, 141,
pp.47-61.
 Amado, G. and Ambrose, A. eds., 2018. The transitional approach to change. Routledge.
 Galli, B.J., 2018. Change management models: A comparative analysis and concerns. IEEE
Engineering Management Review, 46(3), pp.124-132.
 Dzwigol, H. and et.al., 2019. Formation of strategic change management system at an
enterprise. Academy of Strategic Management Journal, 18, pp.1-8.
 Fenech, R., Baguant, P. and Ivanov, D., 2019. The Changing Role Of Human Resource
Management In An Era Of Digital Transformation. Journal of Management Information &
Decision Sciences, 22(2).
 Stone, R.J., Cox, A. and Gavin, M., 2020. Human resource management. John Wiley &
Sons.
 Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.

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