Understanding Organizational Change Can

Understanding Organizational Changeorganizational Change Can Be Diffic

Understanding Organizational Change Organizational change can be difficult, and may be resisted by some, but must be managed effectively to facilitate organizational performance. Answer the following questions: What are certain critical HR functions should remain internal to the organization? How is instruction used as a performance intervention? What are some different approaches to align business in growing organizations? In what situations would each approach be used? Use specific examples. How can an HPT professional help organizations effectively communicate between the management and production? Write a 2-3 page paper using APA format for references.

Paper For Above instruction

Introduction

Organizational change is a complex and often challenging process that requires careful management to ensure successful adaptation and sustained performance. Resistance to change is common, but when managed effectively, organizations can leverage change as an opportunity for growth and innovation. This paper discusses critical HR functions that should remain internal, explores how instruction serves as a performance intervention, reviews approaches to align business strategies during growth, and examines the role of Human Performance Technology (HPT) professionals in fostering communication between management and production.

Critical HR Functions to Remain Internal

Certain Human Resources (HR) functions are essential to remain within the organization due to their strategic importance and requirement for confidentiality. These include talent acquisition, strategic planning related to workforce development, compensation and benefits administration, and employee relations. Talent acquisition ensures the organization attracts and retains skilled personnel aligned with organizational culture (Brewster & Chung, 2014). Strategic HR planning involves aligning human capital with organizational goals, which requires deep understanding of internal dynamics. Compensation and benefits are sensitive topics that need to be managed internally to maintain fairness and confidentiality (Cascio & Boudreau, 2016). Employee relations also benefit from an internal HR team that can build trust and handle sensitive issues discreetly (Noe et al., 2017). For example, a company’s HR department managing restructuring processes must handle internal communications carefully to minimize unrest and preserve morale.

Instruction as a Performance Intervention

Instruction is a vital tool used as a performance intervention to improve individual and organizational performance. It involves structured learning experiences designed to impart knowledge, skills, and attitudes necessary for effective job performance. Instructional interventions can include training programs, workshops, e-learning modules, and coaching sessions. For example, a manufacturing company implementing new machinery might use instructor-led training to ensure operators understand safety protocols and operational procedures. Effective instruction aligns employee skills with organizational objectives, thereby reducing errors and increasing productivity (Pershing, 2006). Moreover, instructional interventions can be tailored to cater to different learning styles, further enhancing their effectiveness.

Approaches to Align Business in Growing Organizations

As organizations expand, aligning business functions and strategies becomes increasingly complex. Several approaches can facilitate this alignment, including strategic planning, balanced scorecard implementation, and adaptive organizational structures.

Strategic Planning involves setting long-term objectives, defining key initiatives, and ensuring all departments work towards common goals (Kaplan & Norton, 2001). For instance, a tech startup may develop a strategic plan that aligns product development, marketing, and customer service to achieve rapid growth.

Balanced Scorecard is a performance management tool that translates organizational strategy into specific objectives and measures across four perspectives: financial, customer, internal processes, and learning and growth (Kaplan & Norton, 1992). This approach helps ensure all units are coordinated around overarching strategic themes.

Adaptive Organizational Structures involve creating flexible structures such as cross-functional teams or matrix organizations that facilitate communication and collaboration across departments. For example, a pharmaceutical company might adopt project-based teams that bring together research, marketing, and regulatory affairs to accelerate drug development.

Each approach serves specific contexts: strategic planning is useful during initial expansion phases; balanced scorecards are effective for ongoing performance tracking; adaptive structures are best in environments requiring rapid response and innovation.

The Role of HPT Professionals in Enhancing Communication

Human Performance Technology (HPT) professionals play a crucial role in bridging communication gaps between management and production teams. They analyze performance problems, identify root causes, and design interventions that improve communication channels and understanding. For instance, HPT professionals can facilitate the implementation of structured communication protocols, such as regular feedback sessions, visual management tools, and collaborative platforms, to ensure clarity and transparency (Pershing, 2006).

Additionally, HPT specialists can develop tailored training programs to enhance managers’ communication skills and empower production workers to express concerns effectively. Using models like action learning and participative training, HPT professionals promote mutual understanding and foster a culture of open dialogue. This, in turn, leads to better alignment of goals, quicker problem resolution, and increased trust between management and production staff.

Conclusion

Managing organizational change effectively requires strategic focus on internal HR functions, leveraging instruction as a performance tool, aligning business processes during growth, and fostering cohesive communication channels. HR functions that involve sensitive, strategic, and confidential information should remain internal to safeguard organizational integrity. Instruction serves as a powerful intervention to upgrade skills and enhance performance. Different alignment approaches are suited to various stages of growth and organizational complexity, and HPT professionals are instrumental in ensuring effective communication that supports organizational change initiatives.

References

• Brewster, C., & Chung, C. (2014). Strategic human resource management in Asia. Routledge.
• Cascio, W. F., & Boudreau, J. W. (2016). The search for global competence: From international HR to talent management. Journal of World Business, 51(1), 103-114.
• Kaplan, R. S., & Norton, D. P. (1992). The balanced scorecard—measures that drive performance. Harvard Business Review, 70(1), 71-79.
• Kaplan, R. S., & Norton, D. P. (2001). The strategy-focused organization. Harvard Business Press.
• Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Fundamentals of human resource management. McGraw-Hill Education.
• Pershing, J. A. (2006). Handbook of Human Performance Technology (3rd ed.). Pfeiffer.