What Role Should HR Take in Change?

Transcription

1 What Role Should HR Take in Change? Presented by Suzie Sauer Johnston Penno Limited

2 Why is the role you take so important? The role you take: Shapes your attitude and the way you behave Influences the roles others adopt and how they behave towards you May force others into a role, attitude or behaviour that is unhelpful 2

3 What is the most helpful role for HR to take? First you need to consider what role you need others in the organisation to play Chief Executive/Board Leading the change Developing & communicating their vision Allocating resources 3

4 What is the most helpful role for HR to take? You need to consider what role you need others in the organisation to play Managers Advocating describing the need for change and being positive about the change Supporting providing help and removing barriers Encouraging change motivating staff and providing reinforcement 4

5 What is the most helpful role for HR to take? You need to consider what role you need others in the organisation to play Staff Understanding the need for change Backing the changes Doing what is necessary to make the change a success 5

6 The Stages of the Change Process IDEA GENERATION Issue/need identification Solution identification PLAN DEVELOPMENT Plan development Solution development IMPLEMENTATION Introducing the solution Reinforcing the change 6

7 The Roles HR Can Take During Change Leader goal owner Facilitator process owner Specialist expert advisor 7

8 The Leader Role IDEA GENERATION HR identifies an issue/need HR identifies the solution/change PLAN DEVELOPMENT HR develops the plan HR develops the tool or instructs someone else to develop them e.g. consultant/contractor 8

9 The Leader Role IMPLEMENTATION HR tells people what to do HR gives them the tools to use RESISTANCE Appears during implementation this is usually the first anyone knows of the change Is addressed reactively usually with amazement Adult/Parent relationship is formed - HR knows best so just do as we say 9

10 The Leader Role THE RESULT Given no opportunity to participate Do not understand the need or relevance Resist the change Produces negativity towards HR 10

11 The Facilitator Role IDEA GENERATION An issue/need is identified HR confirms the issue/need with a wider group HR gathers input into the solution/change PLAN DEVELOPMENT HR involves as many layers and areas of the organisation as possible in the planning phase HR gathers input to tailor the solution/tool for specific business needs 11

12 The Facilitator Role IMPLEMENTATION Implement through the use of change agents HR enables the organisation to introduce the solution/tool/change RESISTANCE Is anticipated throughout each of the stages of change Is openly discussed Managers are equipped to deal with it Is addressed and resolved 12

13 The Facilitator Role THE RESULT Aware of and understand the need for change Experienced the thought process involved in developing a solution/change Have helped tailor it to be relevant to them Know what is expected of them High compliance and support 13

14 The Specialist Role IDEA GENERATION An issue/need is identified HR provides decision makers with best practise options PLAN DEVELOPMENT HR provides decision makers with best practise guidelines for planning HR may develop the tool if that is their area of expertise 14

15 The Specialist Role IMPLEMENTATION HR provides the organisation with best practise guidelines for implementation RESISTANCE Is not necessarily addressed because the change is usually managed by someone else RESULT HR are seen in a favourable light unless used as a scapegoat for providing the solution & implementation framework 15

16 Key Points Involvement is critical for successful and sustainable change The role you take will dictate the degree to which others get involved The most successful role is one that facilitates others through the change process guiding, enabling and supporting. 16

17 Scenario There have been a high number of H&S incidents recorded recently You think it is because there are a lot of new employees in the plant that have not been given H&S training As an HR practitioner what will you do? PLEASE CONSIDER - What you will do through each stage of change - The pros and cons of the role you have been given in dealing with this scenario 17