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Change Strategies
Chapter 12 of Human Resource Management in a Business Context
(3rd Edition 2007) by Alan Price - published by Cengage
Contents
Objectives
The purpose of this chapter is to:
- Introduce the concept of transformational human resource strategies
- Compare incremental and packaged change programmes
- Discuss the HR role in mergers and acquisitions
- Consider the issue of behavioural transformation and negative change
Sections
- Transformational HR strategies
- Change and organizational structures
- Action learning
- Business Process Re-engineering
- Strategic alliances
- Mergers and the HR function
- Behavioural transformation
- Negative change
Summary
In this chapter we investigated transformational or change management. Nowadays,
change initiatives are common elements of human resource strategies as companies and
public sector organizations struggle to achieve their objectives in a competitive
environment. Frequently these involve some form of organizational restructuring using
a change programme such as business process reengineering. Change programmes are
fashion-driven and quickly become obsolete, to be replaced by the next heavily-touted
set of magic solutions. Some of the most difficult aspects of change management for
human resource practitioners come from mergers and acquisitions where their involvement
is often late - if not too late to rescue a disastrous situation. Finally we looked at
behavioural transformation, involving attempts to change corporate culture and recognised
that negative attitudes to change are to be expected and are not necessarily unhealthy.
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