Odcm Assignment-2 OF Article Summary ON Identifying Critical HR Practices Impacting Employee Perception and Commitment During Organizational Change

ODCM ASSIGNMENT-2
OF
ARTICLE SUMMARY
ON
Identifying critical HR practices impacting employee perception and
commitment during organizational change
AUTHORS: Maheshwari-Shwetha-Vohra-Veena.
PUBLISHERS: Journal of organization change management.
SUBMITTED BY:
E.SRIDHAR-1513
Introduction: Business environment has got many changes both in terms of complexity and
dynamism. Organizations are undergoing many changes due to market conditions. , workforce
demographics and diversity, technological innovations, increased focus on customer and quality,
shortage of talent and economical changes. Organizations should continuously modify their
business strategy, policies and practices and align with the changing demands of business
environment. Making and managing changes is also an important issue.
HR function has been a function in transition since almost last six decades largely because the
nature of organizations has moved from industrial to knowledge based entities. This transition
within the HR function over last many decades coupled with changing business environment has
led to change in the roles, responsibilities, expectations and positioning of HR professionals
Human resource (HR) professionals can play a significant role during organizational change.
This view has gained importance particularly in the last decade. A vast number of researchers
have said that HR professionals can enhance employee's capability to manage change and
facilitate effective change management. Managing change involves managing employee
behavior and prior research suggests there is a strong association between HR practices and
employee behavior.
This study proposes that HR professionals can add value by implementing HR practices which
positively influence employee attitudes toward change. Previous research in the area of critical
HR practices during change implementation is scarce. Researchers have presented a more
generic view stating that HR should provide leadership and develop necessary capabilities within
the organization during organizational change. During organizational change human potential
could be maximized through communication, supervisor and peer support, employee
empowerment, active execution, training and educating employees to cope with stress
Methodology: The methodology followed the study on following aspects:
Emergence of HR function as a change enabler

Employee perceptions about HR practices during organizational change
Culture
Leadership
Cross functional integration
Training
Communication
Technology
Perception and commitment
RESEARCH METHODOLOGY: HR function can play positive role during

organizational change by introducing and implementing critical HR practices which influence
employee behavior such that it creates positive employee perception and increases employee
commitment to change. Change-related HR practices have been identified. Constructs of HR
practices could be measured by asking employees about the quality of change related HR
practices. Employee perceptions about HR practices could be attained through a questionnaire
and finally commitment could be measured by using Meyer and Allen (1997) commitment
questionnaire with some modifications as per the organizational context. Effectiveness of change
is very difficult to assess unless a longitudinal study on an organization experiencing change is
done as retrospectively effectiveness of change could be influenced by other factors too.
Findings & implications: HR practices which HR professionals can look at while designing
and implementing change. Second, it tries to showcase the importance of positive employee
perceptions about HR practices implemented during change which in turn increases employee
commitment to change. An attempt was made to identify six organizational elements where HR
practices can make a useful contribution during times of change. To the researchers knowledge
there have been studies on organizational change and its influence on employee perceptions and
commitment to change but studies on specific change related HR practices and its effect on
employee perception and commitment to change has not been studied.
Change-related HR practices lead to positive employee perception, increase commitment

and reduce resistance of employees within the framework of six change related HR
practices identified in this paper.
Effectiveness of change-related HR practices can also be assessed by studying employee
perception about HR practices in the above mentioned six areas. Such empirical research
could also lead to building meaningful empirical models useful for industry and
academia.
Positive perception amongst employees and increase their commitment to change which
is the single most influential factor for successful change implementation.
HR as a change enabler should concentrate on and then looks at specific HR practices in
each area, therefore change-related HR practices identified in this paper are also limited
and empirical research using this framework would add more light and substance to this
research
CONCLUSION: HR to fulfill its role of a change agent, it is thus important to understand

employee perceptions about HR practices undertaken to support change and its effect on
employee commitment toward change. Overall perception of HR practices and role of HR during
change; specific attention needs to be paid to the role of HR practices during organizational
change. More importantly, the role of employees' perception of these change related HR
practices and its further impact on commitment to change needs to be investigated. Since not
paying enough attention to people-related issues is the main reason of change failure, this paper
highlights six important change related HR practices which address people related issues and
have important implications for managing change effectively. The study contributes to scholarly
work on organizational change through six propositions identified in the paper which can be used
as a framework to study change related HR practices and its impact on employee perception and
commitment to change. Further study using the framework proposed in the paper will provide
deep insights to industry practitioners about managing change effectively keeping HRs at the
core.
SUBMITTED BY:
N.C.VAMSHI-151356

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ODCM ASSIGNMENT-2

Methodology: The methodology followed the study on following aspects:

Emergence of HR function as a change enabler

RESEARCH METHODOLOGY: HR function can play positive role during

Change-related HR practices lead to positive employee perception, increase commitment

CONCLUSION: HR to fulfill its role of a change agent, it is thus important to understand

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