Strategic HRM and change management
The need
for HRM with a strategic focus is compounded by the fast pace and persistent
nature of structural and business changes in organisations. Changes to
organisational strategy typically affect HR functions such as staffing,
training, and performance measurement and management. When managed
ineffectively, change can be highly disruptive to organisational functioning
and can have several negative human resource implications, such as lower
morale, widening skill gaps and increased staff turnover. Our research
investigates how organisations can manage communication processes, maintain
staff morale and psychological well-being, and manage career patterns
(including separation) before, during, and after organisational change
initiatives.