hrm

1. HRM- Unit 8 & 9
Swayam Siddhi College of
Management & Research
By Prof. Huzaima Momin
Oct 2022

2. UNIT 8
• Introduction & Meaning of Management of
Organizational Change.
• Importance & Steps of Organizational Change
Management.
UNIT 9
• Introduction & Meaning of HRD Strategies for
Long Term Planning & Growth.
• Steps for Strategic Human Resource
Development & Benefits of HRD Strategies.
HRM- Unit 8 2
Agenda

3. Introduction of Management of
Organizational Change
One of the greatest challenges faced by organizations today is the volatility of the global
markets. Globalization has greatly affected the market and so have opportunities for
more growth and revenue. However, to serve such a diverse marketplace, organizations
need to respond to and understand the needs and expectations of the marketplace.
Organizations are required to constantly innovate and update their processes and
operational efficiencies to collaborate with the expanding markets. Organizations that
refuse to change or move forward are forced to exit the market or may be wiped out by
forward looking companies.
It is this movement or shift in an organization to improve the performance of the entire
organization or a part of the organization that is referred to as Organizational Change.
Presentation title 3

4. Meaning of Management of Organizational
Change
Organizational change is a process in which a large company or an organization changes its working
methods or aims, in order to develop and respond to new situations or markets. Organizational change is
a process in which a large company or an organization changes its working methods or aims, in order to
develop and respond to new situations or markets.

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1. Gaps in Performance: Companies often change to resolve shortcomings when performance isn’t meeting desired
results.
2. Taking Advantage of Opportunities: Adding a new product or service to take advantage of an emerging opportunity
can be a driver for change.
3. Adapting to a Crisis: Whether it’s an economic downturn, a global pandemic, or another unexpected event, companies
need to change quickly to survive a crisis event.
4. Adopting New Technology: Tech innovations are happening constantly, and companies can often completely transform
workflows for the better by changing to adopt them.
5. Mergers & Acquisitions: Large changes in organizational structure due to the melding of two companies, will
significantly change the organizations involved.
6. Cost-Cutting: Companies often change to reduce costs, which can mean layoffs, site closures, and other measures to cut
expenses.
7. Societal Changes: Some changes are driven by the evolution of societal values, such as the movement to become more
sustainable and reduce carbon footprints.
Importance of Organizational Change Management
HRM- Unit 8

6. Steps of Organizational Change Management
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1. Clear Objective: Having clearly defined objectives or goals help you to know whether you have reached
them. Ensure to align your change-related objective with the business goals.
2. Plan for a Change
For a successful change implementation, the organization must be prepared logistically and culturally. Outline
the entire change process with definable steps, targets, measurements, analysis, and incentives.
When the organization is ready for change, the management should develop a realistic plan for implementing
change. The plan should include the following details:
•Strategic goals
•Project stakeholders
•Project scope
•Key performance indicators
The change management plan should overcome all the obstacles that might arise during the process.
HRM- Unit 8

7. 3. Implement the Change Plan
In creating a change management plan, follow the steps defined, such as change made to the organization’s
structure, processes, systems, strategy, and other essential aspects. During the process, the change managers
should take all the essential measures to empower their teams to take proper steps to attain the goals.
4. Create a Communication Plan
On approval for the change from the decision-makers, it’s essential to develop a reliable communication
platform. Having clear communication helps the upper management to hear frequent updates, and the team
involved in the change process feels that management heeds to their feedback and concerns. Communication
has a profound effect on the entire process and makes it more transparent and digestible.
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HRM- Unit 8

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5. Look for Obstacles and Remove Them
During the change implementation process, it is common to expect barriers. You need to deal with the issues
promptly to overcome unforeseen problems. Here are a few ways to overcome the blocks during the process.
•Include additional training and upskilling activities
•Have a well-planned organizational structure
•Adopt new systems to accommodate new techniques
•Update the job description relating to new workloads
•Consider all the essential measures to remove the barriers to the change process
6. Understand Key Performance Indicators
Usually, milestones are enough to gauge organizational success but to have comprehensive data, go with Key
Performance Indicators(KPI). Team members of the change process should have accurate data about the
situation. In this context, KPIs help to track the change progress and any changes made to the process.
HRM- Unit 8

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7. Adjust the Change Management Process When Required
If certain aspects fail to cater to your requirement or expectations, adjust the change process to fit into
your requirement. It would be better to make slight changes and attain your goals rather than keeping
the same plan and failing to execute it.
8. Incorporate the Changes Into the Organizations’ Culture
When the changes made are implemented within the organizational culture, you have almost reached
your goal. There is always scope for improvement, and incorporating the principle of continuous
improvement will help to involve further changes.
HRM- Unit 8

10. UNIT -9
HRD Strategies for Long Term Planning & Growth

11. Introduction of HRD Strategies for Long
Term Planning & Growth
HRM- Unit 9 11
Along with staffing, compensation, labor relations and employee safety, human resource development,
or HRD, is one of the key functions of a company's human resources department. It is crucial to ensure
that employees have the necessary skills to perform their jobs up to par with the company's expectations
and that the company's workforce is competitive and can adjust to changing business needs. Training,
performance evaluation and succession planning are all keys to the HRD process.
HRD offers companies and employees several benefits at the organizational level. Companies with
strong HRD programs can be more competitive since their employees have learned skills to keep up
with the changing industry, and their employees tend to be more productive, engaged and satisfied.

12. Meaning of HRD:
Human Resource Development is a process to help people to acquire
competencies and to increase their knowledge, skills and capabilities
for better performance and higher productivity.

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HRM- Unit 9
1. Develop a thorough understanding of your company’s objectives
Since the success of strategic HR is dependent on how well it links to the company’s goals, you need to have a
thorough understanding of your company’s vision, mission, objectives, and goals. You’ll need to be able to articulate
both your short and long-term plans for growth to the relevant HR personnel. Ensuring clear communication of your
company’s goals will make it easier for HR personnel to formulate an effective resource management strategy.
2. Evaluate your HR capability
Evaluating your current HR capabilities will enable you to understand the employees you have and how they will
contribute to fulfilling your goals and objectives. Additionally, you should also undertake a skills inventory for every
employee. Skills inventories help you to discover which employees are experts in particular areas.
It also helps you to identify the employees who have an interest in being trained in a particular aspect of your
company. A great time to assess skills is during a performance review. However, the traditional performance review
will not give you the needed result. Learn on how to conduct an efficient and results driven performance review
while obtaining the skills inventory you need from your employees!
Steps for Strategic Human Resource Development

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3. Analyze your current HR capacity in light of your goals
An assessment of your HR capacity will help you to recognize barriers and implement a plan of action to capitalize on
opportunities and effectively deal with threats. Strategic HR personnel will analyze the number of employees as well as
their skills and will work with senior leadership to identify ways to better equip employees to serve the needs of your company.
4. Estimate your company’s future HR requirements
After an analysis of your company’s employees and skills has been done in relation to your objectives, it’s time to forecast your
HR needs. The forecast should be done in relation to:
Demand – A prediction needs to be made in relation to the number of employees with the associated skills that will be required in
order for your company’s future needs to be met.
Supply – Looks at the employees and skills that are currently available to help your company achieve its strategic goals.
Forecasting your company’s future HR requirements also determines the following:
•New jobs and roles required to secure the future of the company.
•Skills required by current employees to undertake the responsibilities of new jobs and roles.
•Whether your employees’ expertise are being sufficiently utilized.
•Whether current HR personnel and practices can accommodate the company’s growth.
Steps for Strategic Human Resource Development

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5. Determine the tools required for employees to complete the job
HR personnel need to liaise with the appropriate departments to find out how the tools used by employees impact on
their ability to perform their roles. For example, an audit of hardware and software can be undertaken jointly with the
I.T department to identify gaps in tools that will facilitate a more organized workforce.
6. Implement the human resource management strategy
You can achieve the implementation of your human resource management strategy by doing the following:
•Start with the recruitment stage – At this point, HR professionals begin searching for candidates who possess
skills that have been identified during the HR strategic planning process.
•Organize a selection process – interview and other selection criteria take place at this time. Interview questions
such as “What are your salary requirements” and relevant tests will be used to assess whether the candidate is
suitable to carry out the role.
•Begin hiring applicants – Your company will make the candidate a job offer after all appropriate checks have been
carried out.
•Design onboarding and training – Employee onboarding is a key determining factor as to whether an employee
remains with a company. A comprehensive onboarding and training package must be put in place to increase
employee retention. Once you have onboard your employees well, another important step to retraining them is to
keep them.
Steps for Strategic Human Resource Development

16. HRM- Unit 9 16
7. Evaluation and corrective action
The final step should be to establish a mechanism to monitor and evaluate progress toward the achievement
of strategic objectives. Most organizations conduct annual or quarterly strategic reviews for this purpose.
These reviews do the following:
•Determine whether the organization is on track to achieve key objectives.
•Provide the opportunity to identify and adapt to significant internal or external changes that affect the
strategic plan.
•HR personnel should decide on a timeline to carry out a strategic HR management review. Corrective action
must be taken if strategic human resource management is failing to meet its objectives.
Steps for Strategic Human Resource Development

17. Benefits of Human Resource Development
HRM- Unit 9 17
•HRD (Human Resource Development) makes people more competent. HRD develops new skill,
knowledge, and attitude of the people in the concern organizations.
•With appropriate HRD programme, people become more committed to their jobs. People are assessed
on the basis of their performance by having an acceptable performance appraisal system.
•An environment of trust and respect can be created with the help of human resource development.
•Acceptability toward change can be created with the help of HRD. Employees found themselves better
equipped with problem-solving capabilities.
It improves the all-round growth of the employees. HRD also improves team spirit in the organization.
•It improves the participation of the worker in the organization. This improves the role of worker and
workers feel a sense of pride and achievement while performing their jobs.
•It also helps to collect useful and objective data on employees programmes and policies which
further facilitate better human resource planning.

18. Thank you