Strategic HR Management of Changes and Transformation
The change management is modern term. The changes and transformations were not cover by the management press for a long time, but it is quite trendy to provide consultancy on the change management. The change management is always connected with the corporate culture. The strategic HR management role is in the proper change management and provoking changes in the organization as it can stay competitive.
There is a difference between the change and the transformation. The transformation is a fundamental change of the corporate culture, which is wide and affecting the whole organization. The change is about the ability of the organization to improve its react time and to realize the improvement of processes and procedures. The strategic HR role is about the constant support of change processes throughout the organization.
The change has to be managed and the HR Professionals have to be skilled in the change management process. The change cannot be done chaotically, but the change management team has to manage it and HR has to be a part of the core team.
The HR Professionals have to be skilled in the change management and they have to be able to facilitate the discussions about the change and its content. The HR Professional has to find the good roots for the change in the history and they have to be able to build a new future after the change. The employees love the history, those great times, and the change has to be based on the positive history.
The strategic HR role is in finding the old core values, which will be abandoned and they have to provoke discussions about new values, which will drive the organization forward. The discussions have to be productive and honest as the result will be criticized by the employees and they have to feel comfortable with the picture of the future.
The strategic HR role in the change management is also about employees, giving them the basic feeling of the security. The organizations are changing and many changes produce a lot of redundancies. The employee feel each change as a risk to them and Human Resources has to prepare a really good communication plan and the messages have to be honest enough.
The change has to be supported and the HR Professionals have to act as the supporters of the change. The change cannot be supported just from the top management, it has to be supported by the change evangelists in the whole organization and HR should be always voting for a positive change.
