ORGANIZATION’S CULTURAL SHIFT – Linkage of Organizational & HR Strategy is a must!!
Dear Folks, sorry for missing out on my blog. Fine! So coming on the topic, Organizational change management & cultural shift has been most talked terminologies in the HR fraternity these days, thought to write something what I had in my mind and based on my leanings & observations, however the topic is too wide & this blog entry may seems like a drop in the ocean…but never mind!!
Whenever an organization is going through some transformation, the role of HR departments becomes vital & important as they take a lead to support this transition to be smooth, however the transformation had never been an easy task as it involve dealing with the smartest creature called the human being who does everything possible to stay in their comfort zone, taking them out of this is a difficult task.
To support this change the first thing you could do is to educate your people to speak out or pass a judgment based on facts/logic/data/action, don’t entertain generalized statements (eg. We have been doing this by this way only, this is happening since many years etc.) & counter such talks. When your people start adopting this (speaking on facts/logic/data) they actually start working and gradually become smart in whatever they do. At first they can give you blind faces but gradually situation improves and there comes a point when they keep all relevant data at the fingers, this not only increases your organizational talent capability but also boost confidence of those who are managing this change/transition.
How well and with what pace the above change shall take place depends on alignment & linkage of top Management (Organizational strategy) & HR department (HR Strategy).
Let me tabulate this for better understanding.
|Organization Strategy||HR Strategic Focus||Activities|
NSI (Never Stop Innovating)
Educate your people on Organization ethics
Build trust & empower people
Engaged workforce is best, run structured engagement program
Learning & development (continuous learning must be ensured, it helps tap attrition of your top performing layer)
A culture where employee strive for perfection & innovation in whatever they do
|Cost Leadership||Efficiency in QCD
|Efficiency in Quality, Cost & Delivery. All possible supports should be ensured to sustain this.
Emphasis & support on implementation of best in class & proven tools & techniques viz. Lean manufacturing, KAIZEN, 5S etc. all training & support must be ensured to replicate it on the shop floor.
Best Fit approach (based on area of expertise/interest & capability)
Lateral movement, Job enrichment
|Growth is a lifeline of any entity & To make your organization stand out from the crowd, emphasis on innovation has to be promoted & ensured.|
Fewpoints to note while driving the change.
- Inculcate a culture where people works even when they are not supervised. Train your team on “3D” Discuss>Decide>Deliver.
- Start as commanding and latter shift to influencing mode. Here you may have to start with authority to command but latter when people start feeling the change in themselves and realizing that it is for their good as well they start cooperating and getting influenced by the change which increases ownership.
- PDCA (Plan-Do-Check-Act) to be in place.
- Frequent reviews and feedback.
– And so on…!!
If you are leading the transformation/change and felt low at any point, below quote is for you:
“Keep working, Keep striving, Keep believing, things may look same today but you are getting closer and closer to your dreams as long as you keep on going” ~ Doe Zantamata
So, what came out loud and clear is that sustainability in your effort is the key and changing anything to good takes time so take this challenge head on and finish it.
Thank you for reading and I hope this must have given you a good perspective of what I had to offer.
©Vivek Mishra – 2015