Change Management, the new role of HR

Thèmes abordés

Conduite du changement ressources humaines évolution RH HR Change Management

Résumé du document

The method ofmanagement of a company has evolved considerably in recent years. The removal of certain boundaries, the development of new technologies, new modes of communication, etc. have internationalized the economic and social landscape.
In this context, companies have become involved in a cycle of competition to deliver more, reduce their costs, and maintain a high rank in the consumer market. This has resulted in the reorganization of positions and common methods of work, strict management of staff according to business requirements, rehabilitation, constant production, and a demand trend for firms to merge and strengthen their position. Hence, companies are therefore constantly changing.

It is therefore interesting to consider how the desired changes must be undertaken to achieve positive results. Usually this aspect of change is evaded by business leaders. They tend to bear their thoughts on the changes to be made, and believe that they will be too difficult to conceive and may ultimately fail. This potential is not negligible, however, since according to a 1997 survey by AT Kearney,‘70% of projects for change in business fail (AT Kearney Management Study Surveys, 200 companies, in May 1997). This finding justifies the question that arises of how a successful change can be made in the light of economic and social issues involved.

Extraits

[...] Interview of Mr. Herman D'Harcourt, current HRIS Manager of TOTAL, talking about his formers interactions and work with Mr. Noye. To organize and manage the different phases of a project what it is, it is necessary to use methods or tools that are essential GANTT and PERT. These methods can identify any issues related to bottlenecks, organization (eg help set deadlines) or to organize processes according to a later date at the earliest. “http://fr.wikipedia.org/wiki/Diagramme_de_Gantt” The method of gantt It is a method of determining how best to position the various project tasks to be performed over a fixed period, according to: - The duration of each task; - Precedence constraints between tasks; - Deadlines to meet; - Processing capacity. [...]

[...] Thus, if a change occurs, it is desirable to change this context. Edit a context typically costs act on resources and constraints that each has to build its strategy. Edit this report is therefore prepared to break a comfort that must be rebuilt in another form by incorporating the new rules of the game The assessment takes on a whole new dimension by acting directly on the behavior of players. The assessment appears as leverage but to relate remains as it proves ineffective in certain populations within the organization. [...]

[...] To find a solution you must use the technical knowledge and professional (knowledge of law and labor law . ) but also human skills and mental health. Seen as the Head of Human Resources is responsible for social dialogue and peace. -Employment and Skills Development Director of Human Resources is responsible for the recruitment of new staff, training staff in business development within their organization. It hires and the location of each person in a position that fits their skills and aspirations. [...]

[...] have internationalized the economic and social landscape. In this context, companies have becoming involved in a cycle of competition to deliver more, reduce their costs, and maintain a high rank in the consumer market. This has resulted in the reorganization of positions and common methods of work, strict management of staff according to business requirements, rehabilitation, constant production, and a demand trend for firms to merge and strengthen their position. Hence, companies are therefore constantly changing. It is therefore interesting to consider how the desired changes must be undertaken to achieve positive results. [...]

[...] All of these above factors are likely to be involved in ensuring the success of HR and HRIS. It is necessary to develop the human dimension in the implementation of HRIS, which must occupy an important place in the minds of HR managers in large companies and the technical section for a more human-directed HRIS in the long term. Bibliography BOOKS Abrahamson E., Change Without Pain: How Managers Can Overcome Initiative Overload, Organizational Chaos, and Employee Burnout Harvard Business School Press. [...]