Today’s changing demographics, globalization, and technology have led to a dynamic and competitive workforce. Individuals have distinct learning styles, personality types, and temperaments. These three components create a learning profile that affects daily working relationships. Because learning profiles differ from individual to individual, developing a dynamic learning team can be a great challenge for an organization.
Development of Human Capital Brings About Change
Organizations are also confronted with the challenge of aligning their business activities and objectives with the management of its workforce, or human capital. It is essential for an organization to bring together its fundamental business activities and objectives with its expectations from human capital in order to realize an integrated plan for training requirements.
Reisistance to Change Presents New Challenges
Employees may resist an organization’s training and development initiatives because such initiatives bring about change. Change generally implies innovation, the basic sense of introducing something new into the organization’s environment.
Organizational change in the sense of improvement refers to activities intended to strengthen and develop the performance of the organization and its employees.
Managing Resistance to Change
Resistance to change that is brought about by an organization’s training and development initiatives is common. Many change management concepts result in cosmetic unsustainable transformation rather than the desired durable change. Before change is implemented, there is a need to verify its suitability, to gain insight into the problems likely to be encountered during execution.
To ensure sustainable organizational change and development, there needs to be clear guidelines and strategies to ensure continuous rather than episodic change. Top-down bottom-up communication is critical to the success of organizational change, as well as allowing the participation of employees. When employees feel part of the transition, they are more likely to be supportive of the change effort. Organizational Change and Development are vital concepts in the survival and good performance of any organization, and require an intimate and effective inter play among the structures, participants and processes pertaining to the organization.
By Shirley J. Caruso, M.A., Human Resource Development