Organisational change is not a single-time measure, but, should be a continuous process of planning and implementing change across the organisation.
Change is inevitable, but, is majorly not as easy as it is presumed to be.Change transpires when a company undergoes a transition from its current state to some future state, and, plays a major role in the same HR function. Organisational change is not a single-time measure, but, should be a continuous process of planning and implementing change across the organisation. It should be carefully managed so that it reduces employee resistance and cost to the organisation, while simultaneously maximizing the effectiveness of change management. In today's business era, technology is advancing rapidly, and, requires companies to undergo change management at a speedy pace, or almost constantly from time to time if they really wanted to maintain their competitive advantage and sustain in a highly volatile market. In fact, certain factors such as globalization of markets and rapidly evolving technology are pushing businesses to respond to change management in order to survive.
Introduction or adaptation of new technologies, downsizing, reskilling, reorganizing divisions or expansions are all instances of change that organisations are undergoing these days. Though, you may find yourselves not ready for some of the changes that may well be down the line, one can at least develop a good and strategic change management plan to come back. Change is an important part of an organisation. Irrespective of the brand value that the organisation demands, there is always something that we need to work on - be it improving a product, optimizing a process, or offering more dynamic services. If we rest on our laurels, we often end up stagnating and falling behind our competitors which impacts our customers too.
This story is from the June 208 edition of Human Capital.
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This story is from the June 208 edition of Human Capital.
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