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The Human Resources Institute of New Zealand

Human Resources Institute of New Zealand (HRINZ) is the professional body for those involved in Human Resource Management and the development of people.

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Change Management

What is a Change Management?

Change Management is the term used to describe the process carried out by an organisation that is looking to make changes in the workplace or its workforce. Organisations change all the time, sometimes the change is intentional, sometimes not. Sometimes it is planned, sometimes it is not. Many organisations change due to reactive events that which are driven from internal or external to the business. For example, reacting to crises, unforeseen events/contingencies, and major business phenomena.

This type of reactive change tends to lock organisations into a reactive trap, which means that they are too busy delivering short term solutions in order to respond to this crisis and are only addressing the symptoms not the real cause of the problem. If the organisation has core problems, these will continue to generate symptomatic problems over time. Even worse, some managerial responses may in fact make the core problems worse or create new ones, which in turn will need to be addressed and so on; which turns into a daily routine of going from one crisis to another. Therefore, it is recommended that organisations adopt a different approach to manage change which is proactive, intentional and goal orientated behaviour.

How Can it be Delivered Workplace?

You will have to decide what type of approach you will be adopting to manage change within your organisation. This approach will depend on what you want to change within your organisation. As we said earlier, there are three types of change.
Any organisation change whether it is organisational development, business process re-engineering, total quality management or organisational restructuring will have an implications for the employees and managers. If the need has arisen from organisation dysfunction for example, high turnover, absenteeism rates, organisational culture, employee satisfaction or grievances. You can use a wide variety of HR metrics that can inform you of the symptoms of bigger organisational problems. To deliver successful management of this change you will have to analyse, plan, implement and evaluate the initative.

This abstract was taken from the HRINZ HR Business Performance Course, run by Keith Macky.

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Disclaimer: This information has been written for and submitted to HRINZ for publication and has been published in good faith for the general information of HRINZ Members of the Institute. HRINZ accepts no legal responsibility for the contents of the Knowledge Base and appropriate professional advice and assistance should be sought in particular cases.

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