Abstract:Things doesn’t get better by chance, it gets better by change. Organizations are stirring themselves towards the change because if they don’t change their directions they may end up where they are heading.
The purpose of my study is to test the ability of the Human Resource department to drive organizational change. Data will be collected from two different organizations who have followed change process in Pakistan. It is expected that result will show that Human Resource department could be used as a tool to drive organizational change within the organization because human resource isn’t just what we do, it’s a system that’s pivotal to run a business. This study will help the other organizations in Pakistan, who want to follow change process to bring organizational change.Introduction: Although extensive progress has been made in the world of corporate work, organizations are expending meanwhile the level of competition become remarkable. It becomes necessary for the organizations to drive organizational change as according to work dynamics for to compete in this competitive era (McNamara, 2009). Organizational Change refers to the condition when business strategies and major sections of the work are altered (Suddaby ; Foster, 2017).
Organizations can bring the idea of organizational change but it is impossible to implement this idea effectively without the help of Human Resource Department. Change process can create dissatisfaction and demotivation in the employees which can be overcome through proper communication of human resource department. As a business owner with the “HR Hat” or a vice president of the personnel department, they have the collective primary responsibility for the intensive and challenging task of dealing with the fears and unrest of the employees in such times of change. If they assume that their employees should support them to bring the change within the organization, then they are required to understand the vision of management and, more importantly, how the change in the organization will provide them benefit in future. Except from this, and you will end up with unmotivated employees who are opposed to change rather than embrace it (Soliman ; Spooner, 2000). Pakistan is located at a region which has great political, economic and strategic importance. It has been a hub of activities of great powers since last many years (Saqib, Masnoon, ; Rafique, 2013). Many of the strong countries are investing in Pakistan.
For to maintain and increase this type of investment it is necessary for Pakistan to update its organizational structure as according to rest of the world. Organizational change provides pathway to transform and update organization for to contest in the world. This study will be based on Post-Positivist Worldview because it will attempt to find the impact of Human Resource Department on Organizational Change. Moreover, it will follow Survey research design through questionnaire to gather quantitative data. Literature Review: Organizations are forced to change, there are a large number of company managers and employees who have become students of change (Mohrman Jr, Mohrman, Ledford Jr, Cummings, ; Lawler III, 1989). Organizational change can benefit organizational performance and the ability to survive as a reaction to a dramatic restructuring of environmental conditions and when they build on the establishment routines and competences (Haveman, 1992). Becker and Gerhart (1996) described that HRM decisions (Human Resource Management) are likely to have an important and unique impact on organizational performance. Based on theoretical work in the field of organizational behavior, it is suggested that HRM includes a set of guidelines designed to maximize organizational integration, employee commitment, flexibility and quality of work.
Collective employment relationships have only a subordinate role in this model. Despite the apparent attractiveness of HRM for management, there is very little evidence of quality in terms of its impact (Guest, 1987). Huselid (1995) examined the connections between high-performance workflows and operational performance. Results based on a sample of nearly one thousand companies show that these practices have both economically and statistically significant implications for the results of both middle-sized employees (turnover and productivity) as well as short- and long-term corporate finance measures. Support for forecasts that the impact of high-performance practices on the performance of enterprises partly depend on their interrelations and links to the competition strategy was limited. In 590 non-profit and non-profit companies from the National Organizations Survey found positive associations between personnel management (FIRM) practices, e.g. training and personnel selection, as well as perceptive operational performance measures (Delaney ; Huselid, 1996).
The study shows that vision, employee-manager relationship, job motivation and role-building influence the employee’s commitment. In particular, affective engagement, which in turn affects the perception of the employees in terms of improved performance, implementation success and individual learning with regard to the change, had the greatest influence (Turner Parish, Cadwallader, & Busch, 2008). The study deals with the question of whether positive attitudes and behavior of employees influence the business results or whether positive business results influence the attitudes and behavior of the employees. The study hypothesizes that employee satisfaction, organizational citizenship, and employee fluctuation affect profitability and customer satisfaction. These results contribute to the evidence that HR results affect the results of the business and not vice versa (Koys, 2001).Purpose Statement: The purpose of this survey is to test the capacity of human resource department to drive organizational change in Pakistan. It also examines the relationship between organizational change, human resource department, organizational performance, and employee commitment and retention.
Research Method and Design: This study will follow the survey research design (Questionnaire) to gather data from the target audience. Target audience will be from two different organizations, who follow change process in Pakistan. Central theme of the questionnaire will be organizational change, human resource department, organizational performance, employee commitment and retention. Based on the information gathered from the questionnaire, the findings will be assembled to examine the ability of the human resource department to drive organizational change as well as how human resource management contribute to organizational performance and how human resource department participate to maintain employee behavior during the change process.Research Hypothesis:Hypothesis 1:H1: Human resource department have the ability to drive organizational change.
Hypothesis 2:H2: There is a direct relationship in human resource management and organizational performance.Hypothesis 3:H3: There is a relationship in human resource department and employee commitment and retention during change process.Significance of the study:Following are the significance of this study:1: This study will provide guideline to the management that how they can use their human resource department as a useful tool to bring organizational change.2: This study will be helpful in maintaining employee commitment and retention during the change process.
3: This study will contribute to the body of literature in area of examining the capacity of human resource department to drive organizational change. Expected Result: Results generated through the data will show that Human Resource Department could be used as the useful tool to drive organizational change in Pakistan and it can assist in maintaining and enhancing the employee commitment and retention during the change process. It will also show that Human Resource Management affects the overall organizational performance.
Limitation and Scope of the study: This study will be limited because data would be collected from specific target audience. This study also has financial and time constraints. As the researcher will simultaneously engage in this study with other academic work so this consequently will cut down the time and investment devoted for the research work. This study will focus on the data gathered from specific audience. One can use the results of this study as a direction in his research project and he can add more in this according to availability of time and resources.
