Vast literatures address the human resource function as the process through which an organization recruits and manages manpower to play respective roles The human resource function therefore involves recruiting manpower, placing and assigning them roles, evaluating their progress, compensating and recognizing their achievements and developing or capacitating them All these process of a human resource function are intertwined in the running of different activities within an organization.
Having understood what the human resource function is, it is also important to address how essential it is to the organization. As addressed in the management theories, human resource functions are the driving engine of organization activities These functions dictate the progress and achievements of an organization. One major role that the human resource functions are known to support is the facilitation of change The human resource functions are basically referred to as avenues of change.
For any given organization to remain competitive, change is necessary. The organizational change aims at improving on the efficiencies of the different aspects of an organization be it human resource, productivity, management, or profitability. This is why organization changes are highlighted as increasingly dependent on the human resource functions. As it has been noted, an organization will either change its recruitment, its initiation and training of employees, its compensation strategies, of development of employees .
All these are the human resource functions which are regularly change with the aim of building of a successful organization. As further for an organization to succeed, strategic change is important. Strategic change cannot be achieved without adequate planning. This is why the management is advised on considering the human resource functions in initiating change within the organization.
However, it is clear that there is a huge gap of knowledge in the field of what role human resource function plays in facilitating organization change . No adequate empirical research has been provided to evaluate and discuss what role the human resource functions individually play to achieve organization change. If present, most of the literature addresses the concept of human resource management in general, and how it impacts on organization change. The lack of more detailed literature addressing the respective human resource functions and the roles they play in organization change is the main interest of the current study. The main focus of the current study is therefore to build on the existing gap. The study will be building on what is known about organization change and what role the human resource functions can play in necessitating the change.
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