Organizational Change

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Introduction Pierce et al (2002) states that the movement by an organisation to a future and preferred state from its current state is referred to as organisational change. According to Catalyst (2012), “Organisational change refers to strategies for change management and the means by which organisations can most effectively implement and sustain efforts to create inclusive workplaces.” With the financial crisis rocking today’s economy and the advancement in technology, change is inevitable in organisations. It is for this reason this paper discusses the possible catalysts for change in an organisation. However, the main purpose for this paper is to discuss the role that the human resource manager plays in ensuring a smooth transformation in an organisation in case of any change. In addition, it further discusses the change areas that he or she can be involved in as well as the competences that he or she might require to ensure professionalism in the work. Possible Catalysts for Change According to Jones (2004), a response to a current crisis situation or a reaction to an ever-changing environment results to organisational change from a passive viewpoint. Also, a trigger, which can be in the form of introduction of an emerging technological equipment or machinery, by a progressive manager can result to organisational change from an active perspective. Haveman, Russo and Meyer (2001) stated a transfer of executive power in particular portrays change in an organisation. Van de Ven and Poole (1995) suggested that the following theories can lead to organisational change: dialectical theory, teleological theory and life-cycle theory. Through a continuous process of goal-setting, execution, evaluation, and restructuring, organisational ... ... middle of paper ... ...ironment. Hence for this reason, to achieve this transformation, the human resource professionals must have the skills to help line managers. The fourth key competence for the human resource professionals suggested by Ulrich (1997) is personal credibility. Behaviours that convey competence, integrity, accountability and confidentiality must be portrayed by the human resource professionals. Conclusion As can be seen, the role of the human resource professional is very crucial if any change is to be successful in any organisation. This is because they are mostly concerned with the human resources and they must effectively utilize them to get the best out of them. It is therefore important to involve the human resource professionals in case of any change so that they can help smoothen the transition period by catering the needs of the employees to avoid any resistance.

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