Human Resources Managing Change : Human Resource Management

2100 Words9 Pages
Human Resource Managing Change
Although leadership and management are often put together interchangeably to describe desired organizational or departmental effectiveness, they are actually two different practices. According to Daniel Hutton, a clinical researcher of Clatterbridge Centre for Oncology, management is concerned with maintaining business operations in a reasonable status, while the emphasis on leadership is on driving improvements (Hutton, 2010). With this in mind I see the role of the Human Resources Department, which operates in the capacity of the Organizational Development practitioner (ODP) department, one that blends a series of effective techniques that question the status quo of systems and how they manage change. The ODP utilizes the best practices of leadership, keeping personal and organizational development center stage. Theories of planned change describe the activities necessary to modify strategies, structures, and processes to increase organizations effectiveness. However, critics have suggested several problems with the way planned change is carried out (Cummings & Worley, 2009, p. 42). Their concerns are not with the many planned change models but how change takes place and with the qualifications and activities of ODPs (Cummings & Worley, 2009). Many ODPs have skills in a specific technique, such as team building, total quality management, (AI), large group interventions, or gain sharing, and have chosen to specialize in that method
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