HRAD4Y - Managing Change

Management training, empathy and facilitative capability are top priority training areas before the change occurs.

Managers are crucial to the change process as they have the ability to facilitate, convey and implement policies

Human Resource Framework for Managing Change

Human Resources and the executive team play the major role in proactive change management. Once HR is involved in the process (whether it is beginning, middle or end) HR must initiate and manage the people side of change.

This may incorporate focus groups, management training and various communication vehicles.

"Change management is the missing piece that takes good ideas and turns them into business success."

After the project has been outlined by Human Resources the responsibility for managing change falls on the management and executive team by assisting employees to cope and embrace the change. The management team has a responsibility to facilitate and enable change through understanding from an objective standpoint, to help people understand the reasons and the goals of the change. To develop ways of responding positively according to employees' own situations and feelings and be able to interpret, communicate and enable, not to instruct and impose.

The leadership style and communication strategy is very important as employees need to trust the up management in the organization. Empowering teams to find their own solutions and being supported by management will go a long way.

Research says the greatest obstacle to change management is "employee resistance." This resistance impacts the change project team and its success. Human Resources play a vital role in managing resistance to change and helping the team succeed.