The process of change in organizations is usually triggered by business-related environmental factors which if not
managed adequately result in uncertainty and volatility leading to a situation
where an organizations may lose
competitive advantage especially if its response is reactive. Consequently,
organizations’ preparedness and pro-activeness across all functional departments
are key success factors in terms of the wise use of resources/capabilities. Of
particular significance is the human resource (HR) function whose role is
fundamental in the change process necessary to accommodate change. This research aims to assess the role
of HR in the ongoing process of change in organizations by identifying the
change process, the functions and roles of HR in this process and how these
interrelate. Exploratory qualitative
research is used based on primary data obtained from semi-structured
interviews. A willing small sample of HR experts and practicing professionals
is selected. The research outcomes shed light on the HR practitioners role in the process of change, and an assessment of
the nature of the intertwining effect to develop appropriate response policies
in a more effective and efficient manner. Findings, though pertinent to a small
group and may not be generalizable, act as an eye
opener to organizational policy makers as well as HR managers.
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