Change Triggers

Role of HRM in Change Management

HR Managers & Officers

1) Competition for talent

2) HR Automation

3) Upgrading of Performance Appraisal Systems

4) New Training & Development requirements

5) Building networks with talent sources

6) Social media for recruitment

“Top management plans strategically spanning 3 to 5 years, yet this time line changes in span according to the rapid change in the environment, and when any unique change occurs in the organizational environment, the top management must modify their plans to adapt to that change.”

“It all depends on the nature of the organization and the nature of the changes occurring where it is vital for that organization to adapt to changes occurring to insure the organizations sustainability”.

1) Strategic planning to respond with agility

2) Institutionalizing quality cultures

3) Adoption of new HRIS systems

4) Reducing resistance to change with employees’ engagement

“Today’s challenges differ from what was happening in the past, and the HR role and approaches are more strategic”

HR Media Co.

1) Need for Updated talent

2) Technology requirements

3) Innovation

4) Social media as a new platform for promotion

“Our clients are demanding for more innovative products”

“Recently we are getting more requests to design promotional campaigns utilizing competences like digital marketing, profiling users of social media, etc. Therefore triggering changes in our HR competencies”

“In the past as a media organization, we used to focus on television, but a change occurred that made a real challenge to the whole crew, which is the emergence of social media which affected television widely, but with good planning and change management we were able to keep-up with those changes.”

HR Professors

1) Employers’ need for new competencies

2) Automation

3) Need for soft skills

4) The need to close gaps between new graduates’ skills and market requirements

“Triggers of change vary a lot, and every event that affects the organization can be considered a trigger of change, whether it had a positive or a negative effect and whether it was on an individual level, team level, or organizational level, those events could be either external like an increase in the competition, economical changes, technological changes, socio-cultural changes, political changes, or even changes in the regulation of the country the organization operates in”

“HR must follow up with the change process”

“implemented change becomes part of the organizational culture”

1) Employee engagement

2) Training & Development needs

3) Modifying strategies to cope with new changes

4) Instituting a sense of urgency with all stakeholders

“We teach our HR students that employees’ engagement is a critical success factor to counter change … as demanded by new HR roles”

HR Consultants & Experts

1) Upgrading HR strategies

2) Talent management requirements like succession planning

3) HR innovation

“External triggers could vary including security issues, political changes, economical factors, financial or technological changes”

“there are many events that can affect the organization and can be considered internal triggers for change such as a change in systems, processes, management, or introducing new talents to the organization among other things”

1) Redefine Organizational Objectives to cope with change

2) Design new T&D plans

3) Review Performance Appraisal systems

4) Instituting better incentive systems

“Effectively being transparent with employees when discussing careers as well as performance appraisals are conducted”