Managing Culture & Changes

p Change Implementation and Management

A brief analysis of HR fundamentals and Strategies Change Implementation and Management 1

The complexity of an organization 's life is increasing rather than decreasing , as manifested in the conflicting demands posed by multiple stakeholders . Today , the different shareholders - employees , unions , customers , collaborating firms government agencies , the local community and the general public interact with each other as active stakeholders in the organization , each imposing its own demands on the management . Thus , managers have to continuously hone their skills in managing transition , recognizing flux

as the norm . This entails the development of the mind-sets and skills which allow them to cope with the continuous flow of new ideas products , technologies , skills and information , besides the dynamics of interpersonal and inter-organization relations . International competition among nation states and corporate firms to dominate the global market have created a struggle for survival , in which constant innovation and continuous improvement play a major role . Firms are driven towards innovation and change mainly on technological grounds and due to competition (McLoughlin and Harris , 1997 . A drop in an organization 's performance or an increased level of performance by the competitor would also necessitate the need for a change . In fact , to succeed in today 's competitive environment it is important for the organizations to anticipate and predict the future and initiate changes proactively

Change is a permanent reality across time . The world is changing at an unprecedented pace , as never before witnessed (Peters , 2000 . The factors necessary for changes are more prevalent and influential today than ever before . Even most manufacturing jobs are connected to services like finance , human resources and engineering and highly dependent in such services that changes in them would affect the manufacturing pattern (Mamkoottam , 2003 . Change in an organization involves altering its structure , processes , the behaviour of its management and staff , its strategy , environment etc . The structure of an organization is one of the most common targets of change . This includes the manner in which it is held together , the various configurations of people and the relationship between them , communication channels , job roles and skills . The relationships within an organization are extremely important as it contributes to the internal shape and coherence . Some processes which are altered as a result of change implementation are communication processes , management processes and learning process Crucial to any organization are its corporate objectives and the strategies it intends to pursue to compete in a given market . Periodic reviews of its goals and progress are vital for an organization to stay aligned with the demands of the market and the shareholders expectations . When the changes are implemented , the organization 's state can be measured in terms of the cash flow , annual turnover , share price return on the capital employed or market share . An organization should attempt to monitor and measure performance in the areas of business processes , innovation and learning , finance and customer satisfaction (Kaplan and Norton , 1992

Change management requires good planning and careful implementation . Change management can be effective...