Your assignment is to prepare and submit a paper on role of hr business partners in implementation of change management strategy. Change management processes can be derailed by flawed communication at different levels and by varied perspectives on the actual versus intended outcomes of the process. The ability to mold the larger business intent to reality is largely dependent on a mechanism that allows for an effective flow of communication. The fluidity of the situation may require roles to be continually reviewed and appropriate tools to be designed for enabling the supporters. The HR functionary who partners the business head and strategist must possess clarity about the overall purpose, the anticipated outcomes and the expectations harbored and the role of HR.
Markets may stagnate or shrink due to the changing consumer needs or competitive purchase options. The scramble to retain the competitive edge may engender a change initiative that affects units, processes, or the entire business itself. The search for strategic advantage and the consequent strategic design and actions occur with varying time lags. This can create a festering sense of insecurity and uncertainty among the staff about the intentions of the management and the continuation of employment and livelihood. The reason for this is brought out by Hiatt and Creasey (2003, p. 8). The authors highlight the different perspectives at the level of the strategist and that of the workforce. The strategist is privy to information like the expected return on investment, the impact on financial performance, the effect of the change on the business and on customers. The frontline staff has no access to this information and finds itself in a maelstrom of seemingly threatening activity. The importance of the topic lies in the methods found to maintain this connection while retaining the integrity of the HR function, that is, to avoid it being perceived as a message-bearer.