Knots and Bolts of Change Management

Successful organisations respond intelligently to factors which precipitate change. Economic climates, political trends, changes in consumer demands, management policy or structure, employment levels and financial resources-all these elements are constantly at play to ensure that organisations clinging on to static structures will ultimately lose out. But change is a dynamic process and it has paramount importance to understand the tricks to manage it positively. The onslaught of globalisation has made it necessary for, the private or public organisation to change according to the rapid transformation on international economics. Successful adaptation to change is as crucial within an organisation as it is in the natural world. Change within the organisation/company can be influenced by external factors (which can be controlled to a lesser extent by managers such as: changes in technology, increasing complexity of life that generates complex communication systems and social changes). Internal factors through which changes act within the organisation are actually represented by processes of making decisions, communication, interpersonal relations, leadership, management style, etc. In this study, we examine how the effects of change on organisational performance depend on change in human resource management (HRM).