What steps should be a Human Resource Managers take to make a change management programme successful?

Q. What steps should be a Human Resource Managers take to make a change management programme successful?

Ans. Management is said to be an agent of change. In order to make a change management programme successful the HR Manager has to implement the following steps:

1. Participation of Employees: Before introducing any change the employees should be consulted and the purpose of change should be made known to them. Sufficient time should be given for discussing the pros and cons to the employees.

2. Planning for Change: The change should be planned by the Management. Employees should get an opportunity for planning and installing the change. This will help the group affected to accept and understand the need for change.

3. Protecting Employees Interest: Management should ensure that employees are protected from economic loss, loss in status or personal dignity.

4. Group Dynamics: Group dynamics refers to the ever changing interactions and adjustments in the mutual perceptions and relationships among members of the groups. Such associations are powerful instruments which facilitates or inhibit adaptation to change. The management has to positively articulate such groups.

5. Cautious and Slow Introduction: The HR manager should cautiously and slowly introduce change. He should not suddenly and abruptly introduce change. He must aim bring about awareness of change and construct an attitude of welcoming change. Change must be introduced in sequential parts, the results must be reviewed and required adjustments have to be if required.

6. Positive Motion: The HR Manager should use the policy of positive motivation to counteract negative resistance. Proper training and technical knowledge should be imparted to the employees. The leadership style would be supportive and human oriented.

7. Sharing the Benefits of Change: Any change whether technical, social or economic will least resisted by the employees if the management permits the employees to share the benefits which will arise out of change.

8. Training and Development: Based on the change the job should be redesigned. Management should train the employees before hand and prepare the employees to invite change. Normally trained and developed employees will not resist change. They would feel empowered with their enriched skills and knowledge.

9. Career Planning and Development: The HR Manager should plan careers of employees, move them to higher levels and develop them.

10. Organisation Development: HR Manager should also look into the psychological and behavioural areas of the employee with a view to achieve organizational effectiveness. Employees with enriched behaviour welcome change.