Change Management and its Implications for HR Activities

Masterarbeit , 2015 , 86 Seiten , Note: 3.8

Führung und Personal - Sonstiges

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.

Inhaltsverzeichnis (Table of Contents)

• 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…………………………………………..\n
  • 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 ………………………………………………\n
  • 5 Qualitative data presentation, findings, analysis and critical discussion
  • 5.1 Findings (Characteristics of Respondents)...
  • 5.2 Qualitative data presentation, analysis and interpretation…..\n
  • 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

Zielsetzung und Themenschwerpunkte (Objectives and Key Themes)

This research paper aims to explore the relationship between change management and HR practices within organizations. It examines how HR can facilitate and manage change effectively to achieve organizational goals.

• The role of HR in managing change and its implications for organizational success.
• The impact of change management strategies on employee behavior and organizational performance.
• The importance of communication, leadership, and employee engagement in successful change implementation.
• The challenges and opportunities associated with managing change in today's dynamic business environment.
• The significance of understanding and addressing employee resistance to change.

Zusammenfassung der Kapitel (Chapter Summaries)

Chapter One introduces the research topic, providing background information and outlining the research problem. It sets forth the research objectives, questions, and methodology. Chapter Two delves into the theoretical framework of change management, discussing its importance and the various forces that drive change within organizations. It examines the role of leadership and leadership behavior in managing change effectively. Chapter Three explores the impact of change on employees, focusing on resistance, perception, and psychological empowerment. It discusses the scope of transformation and the importance of understanding employee perspectives. Chapter Four outlines the research design and methodology employed in the study, including the case study approach, data collection methods, and data analysis techniques. Chapter Five presents the qualitative data findings, analysis, and interpretation, drawing insights from interviews and questionnaires. It examines the experience of FSDH LTD and the specific challenges and opportunities associated with change management within the organization.

Schlüsselwörter (Keywords)

Key terms and concepts explored in this research include change management, HR practices, organizational change, leadership, employee engagement, resistance to change, perception, psychological empowerment, and case study analysis. The research focuses on the interplay between these elements and their impact on organizational effectiveness.

• Hochschule: Amity University (A.I.H.E. Mauritius)
• Veranstaltung: MBA International business
• Note: 3.8
• Autor: Avery Jerome Agboro (Autor:in)
• Erscheinungsjahr: 2015
• Seiten: 86
• Katalognummer: V310453
• ISBN (eBook): 9783668095458
• ISBN (Buch): 9783668095465
• Sprache: Englisch
• Schlagworte: change, management, implications, activities