Five Reasons HR Business Partners Don't Need Change Management
For kicks, let's explore why HR Business Partners might *not* school themselves in Change Management.
1. They have money riding on which Debbie Downer will discourage the whole office about the change first.
2. Their inner existentialist revels in when employees grapple with the questions of their own roles when processes are redesigned.
3. They snicker when work activities "fall through the cracks" after new workgroups are formed.
4. They regularly document, for their upcoming novel, water-cooler stories that are created when accurate information is withheld.
5. They get a kickback from the help desk every time an employee calls, struggling with new technology.
OK, so I don't know a single HR Business Partner who would be quite so, well, mean. But I do know a few that could brush up on change management. Despite the intent, risks of not managing change are real.
Pick up a book, follow a few blogs, talk to a change management practitioner. You know, change.
Other Articles You May Find Interesting:
Top Down and Bottom Up Organization Design
Three Ways HR Business Partners Can Manage Change