Posted on 15 June 2012. Tags: HR Professional, organizational change
To remain competitive in this global business world, organizations often find it necessary to undertake major changes that affect their processes and people. Therefore, change management is seen as a permanent business function to improve efficiency and keep organizations adaptable to the competitive marketplace. Many organizations strategically use change to improve organizational effectiveness. But bringing about successful change in today’s competitive environment requires thoughtful planning, effective communication and employee acceptance. The roles of HR Professionals are also changing due to dramatic rate of change in today’s organizations. The role of the HR Professionals must parallel the needs of his or her changing organization. Successful organizations are becoming more adaptive, resilient, quick to change direction and customer-centered. Within this environment, the HR professional, who is considered necessary by line managers, is a strategic partner, an employee sponsor or advocate, an administrative expert, a change mentor and so on.
The Emerging Roles Of HR Professionals In Driving Organizational Change (242.0 KiB, 7,619 hits)
Posted in Knowledge Management, Volume II, Issue no. 3
Posted on 15 June 2011. Tags: high-potential talent, Human Resources, leadership competency model, leadership development, Mergers and Acquisitions, organizational change, succession planning
In today’s business environment characterized by near-constant change, where international acquisitions and investments picking up the pace modify the configuration of existing organizations, the management of the risk associated with planned and unplanned departures in key positions, the prevention of loss of knowledge and relationships that reside with key employees or simply managing the impact of demographics shifts in the workplace are business imperatives that executives can no longer afford to ignore. Leadership development and succession planning in a dynamic environment is an ongoing process and requires more a special attention to support the organization’s mission and goals. The paper discusses the implications of M&A’s led changes and how HR leaders can create the right approach to help their organizations sustain the leadership bench necessary to help addressing these imperatives these business risks and support business growth.
Leadership Succession Planning In International Mergers And Acquisitions In Central And Eastern Europe (764.2 KiB, 4,627 hits)
Posted in Economics, Issue no. 4
