Change in Management and Human Resources

There are numerous changes that are happening to the competitive environment of organizations, now human resource managers are expected to be strategic. Ulrich (1998) put down 5 competitive challenges that companies and their Human Resources(HR) face today, he quoted change as one of the greatest competitive challenges. According to Ulrich (1998), Organizations must be able to "innovate ceaselessly, learn rapidly and continuously and take on new strategies comfortably."
This constant change in the organization might lead to a healthy discomfort with others in industry. An organization that repeatedly changes, develops an ability to "pick up emerging trends quicker than others, an ability to make rapid decisions and also are fast to seek new ways to do business." To be on top an organization must be constantly transforming and undergo continuous change. (Ulrich, 1998)
Strategic change management is not too far from organizational structure, it would not be too wise take them as two different entities. The human involvement in change cannot be taken for granted, one must be able to recognize the source of the resistances and must be able to build 'motivators' where fresh processes are erected. (Paton and McCalman, 2000)
Most of the successful business strategies that have been developed in the past all have been powered by quality input from humans and these strategies appear from those who possess diverse knowledge. Moreover, implementing these strategies depend a lot on the leadership shown by the management and also a workforce that possesses a commitment to make the strategy work. Even though the organization might develop a successful strategy, the organization and its workface must be able to constantly adapt to quick cha...

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