Human resource is the greatest and most important asset in any organization. This is because without the human resources an organization cannot achieve its goals. An organization need to develop a pool of labor so as avoid low labor turn over. For a company or an organization to develop a pool of labor it has to strategically manage the human resources. Strategic human resource management involves managing people with an aim of future direction. It is geared towards matching the human resources with the future needs of the organization. The process is determinant of employees’ behavior in their effort to formulate and implement the strategic needs of a business (Carter McNamara, 2009).
The process aims at motivating the staff. This is achieved via the delivery of fair and equitable reward programs. Rewards acts as a form of motivation to employees in an organization. It is assumed that highly paid employees are highly motivated. Rewards are believed to be directly proportional to motivation. Proper strategic management of the human resources gives the organization competitive advantage over the competitors (Strategic-human-resource.com, 2010).
In the normal business environment, there are changes due to the changes in the factors of the business world. Organizations’ should therefore always plan to adjust by the changes so as to stay relevant in their operation. Management of change is one of the aspects that determine how long an organization stay long in operation and relevant in the industry in which it operates (Carter McNamara, 2009).
The changes arise due to the changes in technology. Other changes that might arise in an organization are the strategically change, missionary change, operational change and change in attitudes and behaviors’ of the personnel. Therefore, in the event of change an organization has to determine the need for change and the capability to change. Proper and effective analysis of this enables the organization to estimate the effects the change has on their operation and their level of returns. The objectives and content of change and process of management have to be specified as part of change management (Carter McNamara, 2009).
According to the change management in the human resources, there are several theories that help in the management of the changes; one of the commonly used theories being that on payoffs. The theory states that; one way to get traction on the larger goal of a fully comprehensive system transparent to all would be to start where the payoff is likely to be the greatest. An organization has to consider the issue of payoff so as to avoid conflicts in the organization among the employees and between the employees and the employers (Carter McNamara, 2009).
The payoff should start where it is greatest since this process usually result in understandable resistance. This is one of the changes in an organization that are difficult and tricky to manage and adapt to. A payoff change where the payoff...