(Efficiency
orientation to production)
Cost
controlling, Minimize waste & Maximum productivity of recourse
Increasing
the efficiency and productivity of the employees are challenging since most
employees are used to their own routing and it has become their nature and
culture. In most organizations, employees are not willing to switch their
responsibilities or change the way they used to work since they are very
comfortable with their present position and situation in the organization.
changing employee’s behaviours to gain better productivity and efficiency will
not be easy. to execute strategies organization may require to change certain
areas such as, (Mar, A 2016)
- Organizational
Structure
- People
- Technology
- Processes
It is
important to identify why employees are resistant to change. understanding the
reasons will help SHRM department to overcome the problem and they can plan and
execute specific programmes to make employees comfortable during the change.
among various reasons below points can be determined as major reasons which are
influencing for employees, resist the change.
- Employees
are more concern about their job security.
- Afraid
of the change and new environment.
- Resist
Change as a Way to Gain a Strategic Advantage
- No
proper system of rewards
After
understanding the reasons SHRM department will have to carry out, practise and
establish followings, to execute the organizational change.
- Educating
Employees about the change.
- Establishing strong two-way
communication.
- Increasing
employee satisfaction.
- Building
trust between management and employees.
- Improving
employee skills and proficiency through change-related training
initiatives.
With using
HR strategy such as detail work planning, coaching, training and development
may help employees to motivate and improve self-confidence to switch with new
targets and new position. And it will Maximize efficiency and
productivity. (Jones, J. 2016)
Employees
expected behaviours to achieve competitive advantage
Source :
Schuler,S.R and Jackson,S.E (1987) - Linking Competitive Strategies with Human
Resource Management Practices
Reference :
Reference :
- Jones, J. (2016) Managing Organizational Change with an HR Department of One Five critical competencies. SHRM [online]. Available at<ttps://www.shrm.org/resourcesandtools/hr-topics/behavioral-competencies/relationship-management/pages/managing-organizational-change-with-an-hr-department-of-one.aspx>.[Accessed on 21st April 2019].
- Mar.A (2016) 10 Types of Organizational Change.Simplicable [online]. Available at<https://management.simplicable.com/management/new/10-types-of-organizational-change>.[Accessed on 21st April 2019].
- Schuler,S.R and Jackson,S.E (1987) Linking Competitive Strategies with Human ResourceManagement Practices. The Academy of Management Executive,01 (3), pp. 207-219.
- Smith.C (2018) .Why Is Organizational Change So Difficult for Employees to Accept.
Change[online].Availableat<https://change.walkme.com/why-is-organizational-change-so-difficult-for-employees-to-accept>.[Accessed on 21st April 2019].
