University HRM: Key Concept Exercise on Change Management

This report examines the concept of change management within the context of Human Resource Management (HRM), addressing the need for continuous organizational adaptation and the importance of stakeholder involvement. The report validates the significance of change in organizations to ensure flexibility, customer service, and stakeholder engagement. It highlights the resistance to change from both internal and external stakeholders and emphasizes the role of effective communication and leadership in mitigating these challenges. The report also discusses the relevance of change management in the modern, globalized business environment, particularly due to technological advancements, and underscores the need for collaborative approaches involving organizations, employees, and stakeholders to achieve shared goals. The conclusion stresses the necessity of change management for systematic implementation and the importance of a collaborative approach to ensure successful change management.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name of the Student:
Name of the University:
Author Note:

1HUMAN RESOURCE MANAGEMENT
The requirement for ongoing, continuous and reciprocal processes of
change in the organisation must be embraced as a core component of
corporate philosophy, and therefore enshrined as a non-negotiable
element of organisational culture.
When this ambition is realised, there will be a joint and individual
commitment amongst stakeholders to a constant adjustment of their ways
of doing things, in pursuit of an improved value proposition for the
customer.
This is achieved by a combination of effective communication and
disciplined implementation, and is therefore followed by the generation of
quantifiable benefits for all stakeholders involved in the process.
Organizational change has become one of the most natural things in the business
world. When organizations make changes in order to realize their future goals that is known
as change in organization (Hind, Smit & Page, 2013). The aim of bringing change in an
organization is to enhance the performance of the organization. It is believed by many that
organizations need to change continuously in order to ensure adaptability and flexibility and
lack of changes in an organization is likely to bring stagnancy. This study validates the idea
of change in an organization and how organizations can facilitate change so that they can
ensure better service for their customers and enhanced stakeholder involvement.
The statement made above is both important and valid. The organization and its
people are generally resistant to change. When change situations occur and a change
management process starts in an organization, the internal and the external stakeholders pose
the maximum change. The internal stakeholders like employees fear that change would create
redundancy situation for them or their jobs might change due to this. The external
stakeholders worry about their profit turnover which makes it difficult for the company to
implement necessary changes (Steenekamp, Botha & Moloi, 2012). When stakeholders
accept change as a natural and welcomed process, the management becomes easier. With
their cooperation and collaboration, the company can ensure improved experience for the
customers and higher profit turnover for the stakeholders.

2HUMAN RESOURCE MANAGEMENT
The statement made above is also relevant to the modern times. Due to globalization
and advancement of technology, organizations must engage in continuous change process.
When an organization starts changing their old ways, the main focus remains to deliver the
customers better services. In many cases, employees become the greatest barrier to change
management. Through the collaboration of the stakeholders, this problem can be mitigated
(Qureshi, Malik & Qureshi, 2017). The role of leadership in this regards is mandatory. The
leaders and team managers in an organization can guide and motivate the workforce to accept
the changes and adapt themselves to the new system. Change management might require
employees to learn new skills, change job roles and leave the comfort of their old jobs and
start afresh. This creates disruptions in their lives which is the reason for their dislike.
The propositions stated in the quotation is also achievable. The greatest barrier to
change management occurs due to lack of communication and the lack of a clear picture
(Kingen & Wilkerson, 2011). The proposition made here can be made achievable if the
organization, change agents and the stakeholders share their plans and thoughts freely and
created plans together in order to mitigate any risk of barrier.
From the above discussion it can be concluded that change is necessary and thus, for
managing change in a systematic way, change management is necessary. Collaborative
approach of change management could be the key to successful change management and
engagement between organization, employees and the stakeholders where they are able to see
the bigger picture, delivering customers, and work towards that shared goal.

3HUMAN RESOURCE MANAGEMENT
References
Hind, P., Smit, A. & Page, N. (2013). ‘Enabling sustainability through an action research
process of organizational development’, Journal of Corporate Citizenship, 49, pp.
138-161.
Kingen, R. & Wilkerson, P. (2011). ‘The seven deadly sins of strategic change’, Global
Business and Organizational Excellence, 30 (2), pp. 44-52.
Qureshi, H. M., Malik, R. H., & Qureshi, W. (2017). Role of Stakeholders in Requirement
Change Management. International Journal of Computer Science and Information
Security, 15(2), 113.
Steenekamp, K., Botha, G. & Moloi, K.C. (2012). ‘Sustaining change in a learning
organization’, Africa Education Review, 9 (2), pp. 380-394.