HR Has a Major Role in Change Management in Sri Lankan Garment Factories
HR Has a Major Role in Change Management in Sri Lankan Garment Factories
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Figure 1: Training at one Sri Lankan Factory
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Sri Lankan apparel industry is very
much in a topsy-turvi condition with the global shrinkage of apparel business,
rising labour cost and labour shortage. Only way out for small and medium scale
manufactures to survive is the continues search for more productive and cost
effective management & operational practices while the strong holders will persist
with their reputation and customer base. Constant search for improvements
driving the companies endure change management battles within their organizations.
If the right time change not happened, it will be too late for them to realize
that they are out of the competition.
Change management
has been defined as “the process of continually
renewing an organization’s direction, structure, and capabilities to serve the
ever-changing needs of external and internal customers” (Moran &
Brightman 2000). Kanter (1992) states
that we live in a constantly changing world, and change has an impact on the
individuals and the organization as a whole.
In this context, organizations have to look into the future to find new
advantages. New technologies, new products, new competitors, new regulations,
and new people with new values and experience is the order of the modern organization.
In Sri Lankan
context the change management is extra challenging as the resistance to change
is high in nature. Role of Human resources persons in change management is extremely
important as the mediocrity independent parties are always accepted by labour
groups. The HR department within the organization is involved in recruiting,
training, developing and monitoring the performance of the employees i.e. takes
into consideration the various aspects that are related to the employees
together with their level of motivation and job satisfaction and thus it can be
said that it tends to play a major role in change management (Farndale &
Paauwe, 2010). So in this context the HR department strives to provide various
resources that facilitate an organization to identify the processes which are
essential in managing change and this reveals the fact that HR department
involves in formulating strategies in order to ensure that the members of the
organization readily and successfully adapts the change (Murray et al., 2008).
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Figure 2: Role of HR in Change Management
Source: https://myassignmenthelp.com/free-samples/role-of-hr-in-change-management
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Cohen, D
(2016) stated that she believes HR should act respectfully as change agent in
any change circumstances such as required, requested or right. Further she
emphasis that HR has a major role in ensuring that change is identified,
developed and carried out in a respectful way. The behavioral competencies
required by HR professionals allow them, through things like relationship
management, critical evaluation, consultation and leadership and navigation, to
engage employees in the needed change at hand.
Perrin, O
(2019) has summarized more HR roles in change management as,
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Role of watch dog
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Guaranteeing the
company culture’s integrity and making sure that processes are coherent and
harmonious.
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Establishing a change
agenda
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Recommend a calendar and define specific
milestones to be reached by both the organization and its employees
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Proposing adopted
solutions
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HR should be able to
come up with a strategy that is suited to the context in which change needs
to happen.
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Training Managers
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Train Managers towards
change in advance
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Taking time to
communicate
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Rather than going too
fast and neglecting some important levels of management, taking time to
communicate.
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Anticipating emotional
road blocks
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Anticipate negative
reactions as much as possible
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References:
Ø Cohen, D. (2016) What is HR's Role in
Managing Change? [Online] Available at; https://www.shrm.org/hr-today/trends-and-forecasting/special-reports-and-expert-views/pages/deb-cohen.aspx
Accessed on; 10th January 2020
Ø Perrin, O. (2019) Role of HR in managing change in workplace[Online]
Available at; https://www.employeeconnect.com/blog/hr-role-change-management/
Ø Moran, W, & Brightman, B K,
(2000). Leading Organizational Change, Journal of Workplace Learning, 12(2)
66-74. doi: 10.1108/13665620010316226
Ø Kanter, R M, Stein, B. A. & Jick,
T D, (1992) The Challenge of Organizational Change (New York: The Free
Press)
Ø Farndale, E. & Paauwe, J. (2010)
Context-bound configurations of corporate HR functions in multinational
corporations. Human Resource Management, 49 (1), 45-66.
Ø Murray, J., Markides, C., &
Galavan, R. (Eds.) (2008). HR Dreams: Where Human Resource Management is Headed
to Deliver Value. Oxford: Oxford University Press
As we you explained well HR team has to play a major roll to attract the people to approval industry
ReplyDeleteThis is a good article
You have done critical evaluation in clear manner. Good work Kelum.
ReplyDeleteIt is really well anlysis kasthuri as importance of HR is always challenge and best practices will sustain
ReplyDeleteAppreciate your blog as you are trying to link the basics with your trade.
ReplyDeleteNicely written article relating to your job
ReplyDeleteThe HR department has to ensure that employees are motivated to undertake the change and participate in the change management program very well explained about.clearly explained
ReplyDeleteMany organizations think about change management for large-scale implementations like bringing a new technology solution in house or adding a new product line. But what about the small changes like a new policy or procedure? Those are often the changes that frustrate employees the most. Not because the change is bad or wrong, but because employees weren’t adequately prepared.
ReplyDelete