Change Management as the HR Challenge

The competition increases in all business areas. Everything around us changes right in the front of our eyes. Luckily, Human Resources represents the force supporting the competitive advantage and striking changes. Just the people in the organization deliver major shifts and transformations. No computer can put in place a solution; just a man can do that. It builds a close and mutual relationship between Human Resources and the change management. Each program manager should be a close friend of the HR Business Partner. This relationship is a highly beneficial for the leadership team. It allows them not to look after all small items on the strategic agenda. On the other hand, the change management also represents a significant challenge for Human Resources.

Most leaders come with the change as the solution. They expect HR to support the effort to make a new vision and vibrant part of the corporate life. All HR Managers have to adopt the advanced change championing skills and competencies. They often act as change agents in departments; they promote benefits of the new vision. They communicate the progress, and they gain the buy-in of managers and employees. They also manage expectations and measure the climate in the corporation.

We have to accept the increasing speed of changes in the modern competitive business. Innovations and new product development are the best tools to keep the company healthy. The high-performance organizations always value employees and their innovative ideas. They provoke the strategic and critical thinking at all levels of the management. They appreciate the open and honest communication because it helps to achieve targets. It also contributes to avoiding serious mistakes. They do not cover issues; they have to courage to solve them.

The HR Manager cannot just promote changes. The manager also has to listen to employees and has to understand to their worries. She has to cooperate with the project team to mitigate fears and concerns. Employees have to feel the confidentiality. In the business, no one wants to talk about doubts and uncertainties. Gaining trust will be another challenge for Human Resources.

Employees and managers do not like dramatic shifts and changes. The vast majority of people prefers the stability over the chaos. Each transformation brings issues, performance drops, and challenging conflicts. They can block and slow down transformations. They understand the needs and requirements; they just want to prolong the status quo. It is the environment they know. It is a crucial role of Human Resources to combat the resistance to change. It is about employee engagement, communication, being the role model and demonstrating great examples.

The most critical components of the successful business are the organizational effectiveness and willingness to change. The ability to change is a crucial enabler. The modern entrepreneurship cannot exist without changes. It is a challenge for Human Resources because employees can make things happen. On the other hand, they can block any changes that they do not like. It is the genuine role of the leader to make the people believe in a new vision. It is about influencing and sharing common values. The HR role is crucial in the change management because it has to represent employees in the organization.

The competitive Human Resources Management is the introduction of the transformation. The change management and Human Resources are interlinked business areas. They share the same goal – deliver the sustainable competitive advantage. However, the HR Management is also about risks management and mitigation. The HR leader has to measure the climate in the company. She has to act when employees and managers get negative. She has to promote the active and open communication and great success stories. Most corporations fail because employees do not trust the new vision. Nobody explains details. Nobody communicates great examples.

The biggest HR challenge is the increasing speed of changes. We do not have one big project running at a time. We have several ones, and all are competing for the same resources. Human Resources has to develop talents. They will run challenging and complex programs impacting the corporation. HR has to stand out and yell about potential issues. It has to collaborate with the leadership team to find the smoothest way. It cannot block changes; it has to protect interests of employees.

The HR leader has to introduce a strong Learning Strategy. Skilled employees and managers are the best tools to change the business.