The Transformation – A Change In HR Perspective

Posted in Human Resources Articles, Total Reads: 1976 , Published on 17 September 2012
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Transformation is a journey that requires consistency and discipline over time and across company. In this competitive world it has become very important that HR understand business, aligns HR’s operation model strategy and objectives to drives business strategy. Generally Company’s mission, vision and philosophy are translated into strategic plan. HR should play an integral role in developing structures and providing reflection, support individual, team and organization to undergo the desired change at organization.


HR’s leadership is the new buzz word in the industry. It  is very important that HR should make sure the six principles in applied to every levels of employees  to obtain a better workplace and better adaptation to change

  • Simplification
  • Motivation
  • Determination
  • Mobilization
  • Preparation
  • Innovation

HR leaders are impacted by “LED” such that the motivated followers are appealed by aspirations and expectations. Einstein in his Theory of Relativity applied the laws of physics to matter and we can apply this theory to universal behaviour. As force is applied to an object in the direction of motion, the object gains momentum and gains energy. . The areas where HR can play significant role is change management, corporate knowledge, organizational learning, this thereby promote competitive advantage.

It is very important that HR should follow this circle defined in order to adapt to the change in an organization. HR plays a vital role in moulding managers to understand the effectiveness of the employees and determine the performance and success level of the organization.HR should understand the business and underlying external factors to undergo a transformation change to enhance performance and organization to be successful.

For an effective change in an organization, it is very important one should follow the basic transformation change process. Below is the HR leadership capability that provides the enablers to the business which not only aligns business but also provide a leadership angle to the business in this era.

Human Resource Leadership Capabilities

Shaping Business Strategy

Developing HR

Strategy

Leading Change

Aligning HR

Processes

Achieving

Results

Understand the business context and develop plans to achieve competitive advantage.

Identify people- related issues and formulate plans to address them.

Enable the organization to implement change effectively.

Change roles, activities and systems to achieve desired outcomes.

Implement actions and processes to achieve results.

Source: Adapted from “Human resource leaders: Capability, strengths and gaps.” (2003). In Building a strategic HR function. New York: The Human Resource Planning Society

In order to have full synergistic effect its is very important that leadership must occur throughout the organization. It is the duty of the HR professional to carry the change in very effective and efficient way. HR plays a vital role in transforming the change as shown below.


Where every process follows various tools and techniques , it is also important for an individual to understand the framework for transformation.

HR driven (4 I’s Framework)

Each of the components is the transformation process that HR should understand so as to encourage, innovate, coaches. This 4 I’s utilize to transform into more productive and successful individuals thereby addictive effect to transformation leadership called “PERFORMANCE”

Idealized influence:

HR managers who are exemplary role models for associates. They are respected for good decision capability in an organization

Inspirational motivation

HR managers who are known to motivate and engage their associates to work on the vision of the organization. They are responsible for source drivers to enhance market growth and increased market growth.

Intellectual Simulation

HR managers who are known to encourage innovation to a new level for business challenging the normal belief. They promote better problem solving for the organization problems.

Individual Consideration

HR managers who understand and coaches their associates. They are the one who aligns both the organization and the associates to reach their goals.


The above framework portrays that with the result of the 4 I’s , final outcome which is expected is PERFORMANCE .In this globalization era where roles and responsibilities ra e dynamic and changing , it is the duty of the HR to unleash the business and give a new dimension to the process. Change in today’s world is constant and it is very necessary that this change should be taken into consideration to understand the perspective. This Change is not an instant process, it’s a gradual process that needs to be understood and imbibed.

Generally the perception everyone carries is that transformation leadership should be operated from the top management, is the correct way to deliver change? Are the top leaders only responsible to deliver and upgrade itself with the change? In this changing and uncertain environment, where new products, new services, technologies and new customer and new environment all require enterprising leadership. It is the essential for the companies to understand past failures , see future global challenges , approaches  where leadership development take the first seat in the corporate strategy which is now acted by HR in every level.

When the business is known, it becomes essential to define the process. The process so defined is mapped with the business requirement so as to enable it to reach its objectives. Following is the general mapped process that HR leaders follow to bring about a transformation change.

Transformation change can be mapped as per the step by step process

This article has been authored by Moumita Choudhury from NMIMS.

 


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