Change Management and its Implications for HR Activities

Tesis de Máster , 2015 , 86 Páginas , Calificación: 3.8

Gestión de recursos humanos - Otros

The Human Resource Department or Human Resource Management (HRD/HRM) is one of the most integral parts of any management. Following years of management reform, change management has recently become an imperativeness in today's management organization. This research paper will draw on the findings of a master’s study to explore change management and its implications for HR practices.

Similarly, the HR role developed and created an environment where change and new learnings and/or systems are diffused and embraced throughout the organization. More so, in the context of change management, the pre-eminence between the HRD/HRM and the Management itself is no longer an absolute, rather it is two segments that uphold and form a non-spatial extent of success in the organization. It also shows that the HRD activities and programs reinforce the management systems and policies, and building the organisational capabilities required for successful change.

This study therefore reveals the role of leadership and leadership behaviour during change mechanism; and the human capital impacts of a change effort on the workforce; and the susceptibility of resistance in organizational change. These are spectrum prominent to the research problem which were carefully explored in order to arrive at a solution that will give answers to the research questions.

Table of Contents

• Acknowledgement
• Abstract
• CHAPTER ONE
  • 1.1 Motivational reason for this study
  • 1.2 Research Background:
  • 1.3 Purpose of the Research
  • 1.4 Research issue (HR implication).
  • 1.5 Aims, Objectives, Research Questions and Hypothesis
  • 1.6 Research objectives...
  • 1.7 Research questions.
  • 1.8 Methodology. (Qualitative research method)...
  • 1.9 Reason for chosen this method....
  • 1.10 Overall Structure of the dissertation
• CHAPTER TWO
  • 2.1 Why Change?
  • 2.2 The Context Of Change (Hr Involvement).
  • 2.3 Forces of Change...
  • 2.4 Internal environment.
  • 2.5 Performance gap...
  • 2.6 Employee needs and values:
  • 2.7 Change in top management:.
  • 2.8 Change in product life cycle of a commodity:
  • 2.9 External environment.
  • 2.10 Business scenario:
  • 2.11 Environmental factors:
  • 2.12 Consumer Preference:
  • 2.13 Extent of adoption.
  • 2.14 Importance of change management in an organization.
  • 2.15 Employee capacity to adapt to change:
  • 2.16 Communication:.
  • 2.17 Workforce:
  • 2.18 The Role of Leadership.
  • 2.19 Leadership behavior during change
  • 2.20 Reactive Approach ...
  • 2.21 Conscious Approach
• CHAPTER THREE
  • 3 Overview: Change and its scope of transformation
  • 3.1 Resistance....
  • 3.2 Employee as human (Perception and mix-feelings).
  • 3.3 Psychological Empowerment.
  • 3.4 Previous experience with change..
  • 3.5 Scope of transformation.
• CHAPTER FOUR
  • 4 Research design and methodology.
  • 4.1 Case study.
  • 4.2 FSDH (Brief history)......
  • 4.3 The research design and methodology.
  • 4.4 Sources of Data.
  • 4.5 Samples and Sampling Techniques.
  • 4.6 Data Collection......
  • 4.7 Questionnaires.
  • 4.8 Interview......
  • 4.9 Methods of Data Analysis..
• CHAPTER FIVE
  • 5 Qualitative data presentation, findings, analysis and critical discussion
  • 5.1 Findings (Characteristics of Respondents)...
  • 5.2 Qualitative data presentation, analysis and interpretation…..
  • 5.3 Interview Procedures / pattern.......
  • 5.4 Results and Discussion from the interviews.
  • 5.5 Cause of Change in FSDH LTD.
  • 5.6 Discourses
  • 5.7 Change initiative
  • 5.8 Centre for attention of change.......
  • 5.9 Ways of creating positive feelings amongst the employee..
  • 5.10 Problem encountered during the change.
  • 5.11 The HRM directorate (change objectives)
  • 5.12 Human Resource Management officer: Team Leader
  • 5.13 FSDH Change experience.
  • 5.14 Research Implication........
  • 5.15 The researcher's thoughts on change...
• CHAPTER SIX
  • 6 Conclusions, Recommendations, and Limitations. Suggestions for Further Research.....
  • 6.1 Conclusion...
  • 6.2 Recommendation........
  • 6.3 Change Management and HR Practices: Change Best Practices..
  • 6.4 Limitation of the Practice. .......
  • 6.5 Suggestion for future work..
• Bibliography
• APPENDIX: Questionnaire.

Objectives and Key Themes

This research paper explores change management and its implications on HR practices within organizations. It examines the evolving role of HR in creating an environment that fosters change and facilitates the adoption of new systems and learnings. The study also investigates the dynamics between HR and management during change processes and highlights the importance of leadership behavior in driving successful change initiatives.

• The role of HR in change management
• The impact of change on organizational structure and practices
• The role of leadership in driving successful change
• The impact of change on employee morale and performance
• The importance of communication and employee engagement during change

Chapter Summaries

The research paper delves into the complexities of change management, exploring its motivations, theoretical underpinnings, and practical applications. Chapter One lays the foundation by outlining the study's purpose, objectives, and research methodology. Chapter Two examines the forces that drive change, both internal and external to organizations, emphasizing the HR's involvement in managing these forces. The study then moves into a detailed analysis of employee perceptions and reactions to change in Chapter Three. Chapter Four dives into the research design and methodology, including the case study of FSDH Merchant Bank LTD, the data collection methods, and the data analysis techniques employed. Chapter Five presents the qualitative data analysis and findings, exploring the causes, manifestations, and implications of change within the chosen case study.

Keywords

This research paper explores the intersection of change management and human resource practices, drawing upon concepts related to organizational change, employee perception, leadership behavior, and the impact of change on organizational performance.

• Universidad: Amity University (A.I.H.E. Mauritius)
• Curso: MBA International business
• Calificación: 3.8
• Autor: Avery Jerome Agboro (Autor)
• Año de publicación: 2015
• Páginas: 86
• No. de catálogo: V310453
• ISBN (Ebook): 9783668095458
• ISBN (Libro): 9783668095465
• Idioma: Inglés
• Etiqueta: change, management, implications, activities