Change management often requires the support and involvement of an entire organization to be successful. Oftentimes, however, HR is seen as only having an administrative function and left out of the conversation on strategic planning.
In these five articles, consultants from the ON THE MARK team provide insight on the role of HR in managing organizational change.
1. The Strategic Value of HR in the Business Planning Process
The purpose of any organization’s strategic review or regular business planning process is to understand the direction of the company and what the future holds. This responsibility is typically undertaken by strategic advisory teams, chief strategy officers, analysts, and finance teams. A large part of successfully managing organizational change and planning for the future is considering people plans and talent manage needs. After all, as the organization changes, so will talent needs.
2. Capability Building Initiatives to Engage Employees
Capability building initiatives are often the start to installing a sense of collective ownership across an organization. Managing organizational change can’t be successfully facilitated without the support and involvement of all affected employees. When HR has initiatives in place to grow communication and trust from the top down and bottom up, employees are empowered to take ownership.
3. Embracing the Future of Work
How can you ensure that you succeed in harnessing the capability and creativity within your teams to embrace the Future of Work? HR plays an instrumental role. Leadership can have HR take the lead as the central authority for department-wide coordination of implementation for activity of all kinds. Additionally, HR should be responsible for creating a strategy for those leaders and employees to leave who choose not to work in the organization’s changed environment. When it comes to change, it’s normal to expect not everyone to be on board.
4. Case Study: Developing Internal Capability
This case study about the UK Royal Mail Group’s Parcelforce delves into how they turned the business around by developing their internal capability. This subsidiary had been consistently losing money over the previous number of years and was on the verge of closing operations. HR was on the cusp of re-inventing itself from a bloated, transactional-focused group to one that focused on adding real value to the business, while driving much-needed change across all of the businesses. Here’s what the OTM team did to turn things around.
5. Involving Employees in Change
While it’s hard work to get staff involved in making decisions, the payoff in engagement is well worth it. “Change management” means taking a proactive approach by designing an organization in preparation for change, not just responding to it. When organizations restructure, implement new technologies or make significant changes, leaders may often turn to HR or change management professionals for help. However, ‘help’ in this situation usually means multiple forms of speaking at employees and training. But is that the only way to go?
ON THE MARK (OTM) is a leading organization design firm with offices in Phoenix and London. Our experienced team has completed over 405 redesigns & business transformations in our nearly 30 years of business. Contact us to learn more about our practical solutions to challenges in organization design, capability building, or business integration.