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Effects of Human Resources on Change
Eylül 14th, 2012Generaladmin 1 Comments

In parallel with technological progress, customer expectations are changed with a high speed. In today’s world in which generation gap is about three years, the most important competitive edge is innovation, speed and quality ability. If your organization has change ability and achieves it fast, your existence can be continued. Otherwise, you will collapse because customers do not prefer you anymore. In short, you will change by yourself or customer will change you!

When operational excellence is mentioned, most of people think about technical terms like value stream mapping, pull system, kanban, 5S which are used in lean production. It is true but not enough for a real transformation.

Lean transformation process has three basic steps:

  1. To be determined and patient with long term strategy
  2. To design production and operation systems which reveal problems
  3. To have human resources systems which train enthusiastic and capable personnel for solving problem

So, we can understand that change is not only a technical subject but also a sociological subject involving human behaviors and mentality. In fact, companies which cannot manage lean transformation well fail because they do not make an effort about sociological aspect of transformation; they try to make only physical transformation focusing on technical aspect. The transformation which is not accepted sociologically and made without convincing people and its effects are not accepted by people willingly or they behave like they accept.

In spite of the fact that you think that you go through the change looking your physical changes, it is not possible to maintain continuity in a place people have a suspicion.  Changes which are not accepted by people are condemned to disappear someday.

In sociological aspect of change, there are some responsibilities for human resources managers in order to make human behaviors and mentality supporter for the change.

A few months ago, in a social media called as LinkedIn, I asked a question. Although the answer I received does not require a comment, I think it can indicate where we make a mistake.

That is the question:

You are travelling with your team in a balloon. But, the balloon is losing altitude. And you need to take down a person in order to save the others. Who would be your choice?

 

Human resources is one of the most important departments of companies which have operational excellence. They are responsible for determining constitution of company, making strategy widespread, protecting joint interests of social stakeholder, making short, medium and long-term plans and applying them in order to be an improving company. That’s why, it requires having an extraordinary human resources manager and it is expected that these people who will meet expectations should be manager in especially production area for an adequate time. They should understand production area, work processes, employees’ profile, problems and expectations by living them on site and be a leader for policies developing solutions about these problems.

Unfortunately, it is not possible to manage this process well because of our human resources managers who do not leave office to go to the production area and have responsibilities for only recruitment and standard personnel tasks. How can problems and their reasons be noticed without being in production area and seeing employees’ problems personally? How can we meet expectations of production personnel who are customers of human resources without being there and living their conditions? It is not possible like a product cannot be developed without understanding customers’ expectations.  If this work can be learnt from books and applied, why do not we try to put our change expectations and what people should do in this process on a paper and give it to people? Even our work is written in standard operating procedures, people do not obey these procedures sometimes.

Well, as we said, sociological aspect of change is not overcome easily. Thus, we need human resources leaders who will be a leader of change, go to the production area and look what is going on there, examine what kind of problems people have and how the atmosphere is and most importantly look for solutions with the team on site. I believe that leadership is not using force, it is using power and we should not forget that people can be attuned to change easily taking someone as an example.

'One Response to “Effects of Human Resources on Change”'
  1. Sunil Shirgave diyor ki:

    Any change in process is designed first, to put target for some saving for factory and increase the production. At the same time we have to take feed back from the bottom line people who actually work. We have to consider their habit, Their problems and solution form them. If that solution is good than we have accept it, otherwise we have to convince them to change their habit.

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