HRM & Introduction to Change Management - Blog 05
What is Change Management?
Change
management is a systematic approach to dealing with the
transition or transformation of an organization's goals, processes and
technologies. The purpose of change management is to implement strategies for
effecting & controlling change & helping people to adapt to change.
Change management activities range from individual
projects to large programs, such as digital transformation that introduces many
new processes and applications. Changed efforts often involve management teams &
other stakeholders. Department-level management & employee buying is
essential.
Effective management changes are essential because
even well-designed initiatives fail if people are not prepared or motivated to
adopt them. Research from Prosci
highlights that projects with excellent change management are six times more
likely to meet objectives compared to those with poor change management.
For leaders, the ability to manage change has become a core competency that
directly influences business resilience and success.
Types of Change in Organizations
·
Strategic change
Organizations implement strategic
changes to their businesses to achieve goals, boost competitive advantage, or
respond to market opportunities or threats. A strategic change includes changes
to the business’s policies, structure, or processes. Upper management and the
Chief Executive Officer are often responsible for strategic change.
·
People-centric organizational change
While all changes affect people,
people-centric organizational changes include institutions of new parental
leave policies or hiring new hires. When implementing a people-centric change,
leaders must remember that employees naturally resist change.
A people‐centric change requires
transparency, communication, effective leadership, and an empathetic approach.
·
Structural change
Structural changes are changes made
to the organization’s structure that might stem from internal or external
factors and typically affect how the company is run. Structural changes include
major shifts in the management hierarchy, team organization, the
responsibilities attributed to different departments, the chain of command, job
structure, and administrative procedures.
Circumstances that lead to structural
change include mergers and acquisitions, job duplication, changes in the
market, and process or policy changes. These changes often overlap with
people-centric changes as they directly affect most, if not all, employees.
·
Technological change
Increased market competition and
constantly evolving technology led to technological change within
organizations. Technology change often involves introducing new software or
systems to improve business processes through SaaS change management. However,
technology project goals are often improperly defined and poorly communicated,
which scares and frustrates employees and ultimately leads to resistance.
Technology change management is about
identifying new technology and implementing a digital strategy for improved
productivity and profitability.
·
Unplanned change
Unplanned change is defined as a
necessary action following unexpected events. Unplanned change cannot be
predicted but can be dealt with by effective management.
·
Remedial change
Remedial changes are reactionary.
This type of change occurs when a problem is identified, a solution needs to be
implemented. As these changes are designed to address an issue, they call for
immediate action.
Reactionary change may not be ideal,
but it’s inevitable. The benefit of the remedial change is that judging its
success is quick and simple with just one question – was the problem solved or
not?
Why Organizations
Need a Structured Approach
A structured approach to change provides clarity,
reduces uncertainty, and increases adoption across all levels of the
organization. Without proper planning and communication, change efforts often
face resistance, confusion, and delays.
Conclusion
Change is inevitable—but organizational success
depends on how effectively change is managed. By applying structured change
management practices, companies can ensure smooth transitions, reduce
resistance, minimize disruptions, and maximize employee engagement and
performance. Whether incremental or transformational, well-managed change
enables organizations to remain agile, competitive, and future-ready.
References / Suggested Reading
- Prosci.com
– ADKAR Model & Change Management Research
- Forbes.com
– Leadership & Organizational Transformation
- Kotter,
J. P. Leading Change
- Harvard
Business Review – Change Strategy Articles
This blog provides a clear and well-organized overview of change management, effectively explaining its concepts, types, and importance in modern organizations. The examples and structure show a solid understanding of both theory and practice, while the conclusion neatly reinforces the strategic value of managing change effectively. It reads professionally, demonstrates originality, and maintains a strong academic tone throughout.
ReplyDeleteThank you very much for your thoughtful & encouraging feedback. I truly appreciate your recognition of the structure,
ReplyDeleteThis provides a clear and comprehensive overview of change management and its importance in organizational success. It effectively explains the different types of change strategic, structural, people centric, technological, unplanned, and remedial, showing how each impacts the organization in unique ways. The emphasis on communication, leadership, and structured planning highlights the human side of managing change. Overall, it’s a well organized and insightful explanation that captures why effective change management is vital for achieving business goals and sustaining growth.
ReplyDeleteThank you for your kind and insightful comment. I appreciate your recognition of the blog’s clarity & its emphasis on communication, leadership & structured planning in effective change management. Your feedback is greatly valued.
DeleteThis blog presents a clear overview of change management, highlighting how it is a critically enabling process to support organizations moving through times of transition. Different types of change—strategic, people-centric, structural, technological, unplanned, and remedial—also introduce a level of complexity with which the leader needs to be engaged. The need for structured change management, clear and transparent communication, and employee engagement is perfectly highlighted to show how such practices minimize resistance and maximize adoption. This post reinforces the premise that successful change management is core to the lifeblood of organizational agility, resilience, and long-term competitiveness.
ReplyDeleteThank you very much for your thoughtful and insightful comment. I truly appreciate your recognition of the blog’s explanation of the different types of change and the complexity they introduce for leaders.
DeleteThis blog offers a succinct but thorough summary of change management in HRM, highlighting the value of structured approaches to promote employee adoption and seamless transitions. It emphasizes the complexity of organizational transformation and the need for leadership, communication, and employee engagement by classifying changes into strategic, people-centric, structural, technological, unplanned, and remedial categories (Prosci, 2025; Kotter, n.d.; Harvard Business Review, 2025). In line with modern HRM practices that connect organizational agility with employee readiness, the conversation skillfully emphasizes that effective change management involves more than just procedures or tools; it also involves preparing and assisting people.
ReplyDeleteThank you for your generous & perceptive remarks. I sincerely appreciate your recognition of the blog’s focus on structured change management, the classification of change types, & the crucial role of leadership & employee engagement.
DeleteAsanka You have made a strong link between strategy and people, which is something that a lot of organizations forget to do when they want to make changes. The way you stressed communication really stood out so true. Change doesn't work a lot of the time not because the plan is bad, but because workers don't hear enough about it in time and feel like they're not a part of it. It makes me wonder how many change initiatives would actually work instead of stall if businesses spent even a little more on open, two-way communication.
ReplyDeleteThank you for your insightful comment. I appreciate your recognition of the importance of linking strategy with people & fostering open, two-way communication to make change initiatives more effective.
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ReplyDeleteAsanka, this article provides a concise, systematic definition of change management. Its purpose is to control change and help people adapt. The Prosci research is a compelling example. It shows that excellent change management is six times more likely to meet objectives.
ReplyDeleteI like the types of change in the organisation that offer a useful classification. Structural change, like a merger, often overlaps with people-centric organisational change. The article highlights that all changes affect people. For example, technological change often fails due to poor communication, leading to resistance. A structured approach is therefore essential to reduce uncertainty and increase adoption.
Thank you for your kind and insightful comment. I appreciate your recognition of the article’s focus on structured change management & the importance of addressing people’s needs during all types of organizational change.
DeleteThank you for this insightful breakdown of change management, especially in the way you structured the different types of organizational change and emphasized why a structured approach matters. As an HR Manager, I completely agree that even the best strategic plans fail without strong people engagement.
ReplyDeleteHR must serve not only as a strategic partner, but also as an emotional support system during transitions. You have mentioned unplanned and remedial change , well, in my experience, these often get overlooked, but they’re among the most challenging, because they demand quick HR-led processes to stabilize teams and re align them with business goals.
One suggestion I’d add (just from my HR perspective): beyond planning and communication, it’s helpful to set up feedback dynamics early (surveys, listening sessions, change champions) and to continuously monitor adoption metrics. This allows the HR team to adjust tactics in real time and reinforce behaviors that support the change.
Thank you for your thoughtful comment. I appreciate your recognition of HR’s dual role as a strategic partner & support system, as well as your valuable suggestions on feedback mechanisms & adoption monitoring to ensure successful change.
DeleteThis blog provides a clear and comprehensive overview of change management, highlighting its importance, types of organizational change, and the need for a structured approach. It effectively emphasizes that successful change relies not just on processes but also on employee adoption, leadership, and communication. Including practical examples or case studies could make the concepts even more tangible.
ReplyDeleteThank you for your generous & perceptive remarks. I sincerely appreciate your recognition of the blog’s emphasis on structured change management & the critical role of leadership, communication, and employee adoption.
DeleteThis is an excellent article. You have discussed the importance of structured change management in organizations. And also, you have discussed the categorizing changes into strategic, people-centric, structural, technological, unplanned, and remedial types, it highlights the diverse challenges leaders face. Furthermore, you have discussed a systematic approach ensures clarity, reduces resistance, and enhances adoption, demonstrating that successful change is not just about implementing new processes, but also about preparing and supporting employees throughout the transition.
ReplyDeleteThis blog provides a clear and thorough overview of change management in HRM, emphasizing the importance of structured approaches to support employee adoption and smooth transitions. I appreciate how it highlights the complexity of organizational transformation and the critical roles of leadership, communication, and employee engagement, while categorizing changes into strategic, people-centric, structural, technological, unplanned, and remedial types (Prosci, 2025; Kotter, n.d.; Harvard Business Review, 2025). I also value the emphasis on modern HRM practices that link organizational agility with employee readiness, showing that effective change management goes beyond processes and tools to focus on preparing and supporting people throughout the transition.
ReplyDeleteThank you for your thoughtful & detailed comment. I truly appreciate your insights & I'm glad to hear that the blog’s overview of change management in HRM, along with the emphasis on leadership, communication & employee engagement, resonated with you.
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