Submit an Article

Education Journal

| Peer-Reviewed |

The Role of Human Resource Development as a Change Agent

Teresia Njoki Muchira, Kellen Kiambati
Received: 30 July 2015    Accepted: 6 August 2015    Published: 13 August 2015
Views:       Downloads:
Download PDF

Share This Article
Abstract

For businesses to maintain their position in the market place or gain competitive advantage they need to change constantly. Change helps improve and increase productivity which ultimately increases sales of an enterprise. The growing global competition and the rate of technological advancement foresee a continuing need for change. An organization will require the services of a change agent to assist in in its effort to change successfully. This study examines the role of Human Resource Development (HRD) as a change agent in several areas such as organizational change management, different roles played by the change management, skills and competencies for HRD change agents, the models of change used by the change agents to facilitate change and conclusion. The study ends with recommendations for further research

DOI 10.11648/j.edu.20150405.15
Published in Education Journal (Volume 4, Issue 5, September 2015)
Page(s) 214-221
Creative Commons

This is an Open Access article, distributed under the terms of the Creative Commons Attribution 4.0 International License (http://creativecommons.org/licenses/by/4.0/), which permits unrestricted use, distribution and reproduction in any medium or format, provided the original work is properly cited.

Copyright

Copyright © The Author(s), 2024. Published by Science Publishing Group
Previous article
Keywords

Human Resource Development, Change Agents, Change Management, Competencies

References
[1] Armenakis, A. A., Harris, S. G., & Mossholder, K. W. (1993). Creating Readiness for Organizational Change. Human relations: studies towards the integration of the social sciences, 46 (6), 681.
[2] Armenakis, A.A. and Harris, S.G. (2009), “Reflections: our journey in organizational change research and practice”, Journal of Change Management, Vol. 9 No. 2, pp. 127-42.
[3] Armstrong M Human Resource Management Practice (10th Ed) London& Philadelphia, Kogan Page Ltd. Pg71-76(2006)
[4] Balogun, J., & Hailey, V. H. (2008). Exploring strategic change. Edinburg Gate: Pearson Education Limited.
[5] Barnstable A., (2012). Organizational Change Management: What is the process for? Implementing organizational change? Retrieved on 8/7/2014
[6] Becker, E., Huselid, M. A. & Ulrich, D. (2001). The HR Scorecard: Linking people, strategy, and performance. Boston, MA: Harvard Business School Press.
[7] Biedenbacha, T. and Soumlderholma, A. (2008), “The challenge of organizing change in Hypercompetitive industries: a literature review”, Journal of Change Management, Vol. 8 No. 2, pp. 123-45.
[8] Blewett V.L.,(August, 2000), Workers Changing Work: The Influence of Worker Power
[9] Bordia, P., Hunt, E., Paulsen, N., Tourish, D. and DiFonzo, N. (2004), “Uncertainty during organizational change: is it all about control?”, European Journal of Work and Organizational Psychology, Vol. 13 No. 3, pp. 345-65.
[10] Brimley, V., & Garfield, R. R. (2009). Financing education in a climate of change (10th ed.). Boston, MA: Allyn & Bacon.
[11] Buchanan, D., Fitzgerald, L., Ketley, D., Gollop, R., Jones, J.L. and Saint Lamont, S. (2005), “No going back: a review of the literature on sustaining organizational change”, International Journal of Management Reviews, Vol. 7 No. 3, pp. 189-205.
[12] Burns, B 2004.Kurt Lewin and the Planned Approach to Change: A Re-appraisal Journal of Management Studies,41:6, September 2004,0022-2380, retrieved on 8/7/2014
[13] Burke, W. W. (2011). Organizational change: Theory and practice. Thousand Oaks, CA: Sage.
[14] Caldwell, Raymond (2003)The changing roles of personnel managers. Old Ambiguities, New Uncertainties. Journal of Management Studies 40 (4), pp. 983-1004. ISSN 0022-2380.
[15] Caldwell, R (2001) Champions, adapters, consultants and synergists: the new change Agents in HRM, Human Resource Management Journal, 11(3), pp 39–52
[16] Carnall, C. A. The Change Management Toolkit. London: Thomson, 2003. Bibliography.
[17] Carnall, C. A. (2008). Managing change in organizations. Upper Saddle River, NJ: Prentice Hall.
[18] Carter McNamara (2005), Field Guide to Consulting and Organizational Development.
[19] Constitution of Kenya 2010
[20] D’Augustino, S. (2011). Adaptation, resistance, and access to instructional technologies: Assessing future trends in education. Hersey, PA: IGI Global. Dawson, P. M. B. (2010). Managing change, creativity and innovation. Thousand Oaks, CA: Sage. Retrieved on 26/06/2014.
[21] Dessler G. Human Resource Management, 11th ed., Upper Saddle River, NJ: Prentice Hall International, 2008. Retrieved on 25/06/2014
[22] Divya Varghese, Jai Jasmine, Neelam, NehaMarwah (Neha Raj(2012).HRD as a Change Agent
[23] Dowling, P.J. & Welch, D.E. (2004). International Human Resource Management: Managing people in a multinational context (4 ed.). United Kingdom: Thomson.
[24] Du Plessis, A.J. 2009. An overview of the influence of globalization and internationalization on domestic Human Resource Management in New Zealand. International Review of Business Research Papers 5(2), March: 1-18.
[25] D. Ulrich and W. Brockbank, The HR Value Proposition, Boston, MA: Harvard Business School Press, 2005. Retrieved on 11/6/2014
[26] D. Ulrich, W. Brockbank, D. Johnson, K. Sandholtz, and J. Younger, HR Competencies: Master at the Intersection of People and Business, The RBL Institute, The Society for HRM, 2008.
[27] Francis A., (2010) Factors Affecting Organizational Change. Retrieved on 8/7/2014
[28] Gilley, J. W., Quatro, S., A., &Lynham, S. A. (2003). Strategic HRD and Its Transformation. In A. Maycunich Gilley & J. Callahan, L. & L. Bierema, L. (Eds.), Critical Issues in HRD: A New Agenda for the Twenty-First Century (pp. 23-48). Cambridge, MA: Perseus Books Group.
[29] George, J. M., & Jones, G.. R. (2002). Understanding and Managing Organizational Behavior(3rd). New York: Pearson Education, Inc
[30] Green M.(2012) Internal or External Change Agents? Retrieved on 27/6/2014
[31] Greene, R.J. (2001). Effectively Managing Intellectual Capital: Critical Challenge for Human Resources. SHRM White-Papers.
[32] Glendinning P “Performance management: Pariah or messiah,” Public Personnel Management.vol. 31, no. 2, pp. 161-178, 2002 retrieved on 25/06/2014
[33] Guy, Gregory R, Karen V. Beaman, and Carole Weinstein.Effecting Change in Business Enterprises Current Trends in Change Management. New York, NY: Conference Board, 2005. Bibliography. Retrieved on 12/6/2014
[34] Haveman, H. A., Russo, M. V., & Meyer, A. D. (2001). Organizational environments in Flux: the impact for regulatory punctuations on organizational domains, CEO succession, and performance. Organization Science, 12, 253-273.
[35] Hayes, John. The Theory and Practice of Change Management. New York: Palgrave, 2002. Bibliography
[36] Holbeche, L., (2008). Aligning Human Resources and Business Strategy. 2nd ed. New Jersey: Butterworth-Heinemann.
[37] Holbeche, L. 2006. Understanding change: Theory, implementation and success. Great Britain: MPG Books Ltd. Retrieved on 12/6/2014
[38] Jamrog, J.J., & Overholt, M.H 2004. Building a strategic HR Function: Continuing the Evolution. Human Resource Planning, 27(1), 51-62.
[39] Kesler, Gregory. (2000). Four steps to building an HR agenda for growth: HR strategy revisited. HR. Human Resource Planning. Tempe 2000. 23(3), 24-37.Kesler, G. and Law, J. (1997). “Implementing Major Change in The HR Organization: The Lessons Of Five Companies.” Human Resource Planning,20(4), 26-38.
[40] Ketter, P (2006) “Investing in learning: Looking for performance,” Training & Development, vol. 60, No. 12, pp. 30-33,
[41] Kotter, J.P. (1996), Leading Change, Harvard Business School Press, Boston, MA.
[42] Kotter, J.P. (1997), Chaos, Wandel, Fu¨hrung – Leading Change, ECON, Du¨sseldorf.
[43] Kotter,J(2011) Change Management vs. Change Leadership – What’s the difference?
[44] Kotter J. and Cohen D. Kotter J(2002) The Heart of Change: Soundview Executive Book Summaries, P.O. Box 1053, Concordville, Pennsylvania 19331 USA
[45] Long, C. S., & Ismail W. K. (2008). Understanding the relationship of HR Competencies &Roles of Malaysian Human Resource Professionals. European Journal of Social Sciences, 7 (1), 88-103.
[46] Lunenburg F.C.(2010) Managing Change: The Role of the Change Agent: International Journal of Management, Business, and Administration Volume 13, Number 1
[47] Lunenburg F.C.(2010) Forces for and Resistance to Organizational Change: National Forum of Educational Administration and Supervision Journal Volume 27, Number 4, 2010 Retrieved on 8/7/2014
[48] Nameer(2008) Change Agent Who in organizations is responsible for managing planned Change activities? Retrieved on 27/6/2014
[49] Massey, L. and Williams, S. (2006), “Implementing change: the perspective of NHS change agents”, Leadership & Organization Development Journal, Vol. 27 No. 8, pp. 667-81.
[50] Nelissen, P. and van Selm, M. (2008), “Surviving organizational change: how management communication helps balance mixed feelings”, Corporate Communications: An International Journal, Vol. 13 No. 3, pp. 306-18.
[51] Morison, M 2010 Kurt Lewin three step model change theory, retrieved on 8/7/2014
[52] Nel, P. S., Werner, A., Poisat, P., Sono, T., Du Plessis, A. J. & Nqalo, O. 2011. Human Resources Management (8th ed.). South Africa: Oxford University Press.
[53] Pfeifer, T., Schmitt, R. and Voigt, T. (2005), “Managing change: quality-oriented design of strategic change processes”, The TQM Magazine, Vol. 17 No. 4, pp. 297-308.
[54] Purcell, J (2001) The meaning of strategy in human resource management, in Human Resource Management: A critical text, second ed J Storey, Thompson Learning, London. Normandin B. (2012) “Three Types of Change Management Models” Retrieved on 30/6/2014 Ramos J.,L.,(2011) Change Management Lewis 3 Step Model of Change Rennie, W.H.2003. The Role of Human Resource Management and the Human Resource Professional in the New Economy. University of Pretoria, Pretoria.
[55] Ritchie. B 2006, Mind tools Newsletter – Retrieved on 8/7/2014 Richard Leigh Why Is Change Important in an Organization? Retrieved on 11/6/2014 Robinson, R. (2010). Employment regulations in the workplace: Basic compliance for Managers. New York, NY: M. E. Sharpe. Short, D., C., & Callahan, J., L. (2005). 'Would I Work for a Global Corporation?' And Other Ethical Questions for HRD. Human Resource Development International, 8(1), 121-125. Retried on 11/2/2014 Singh K.J. (2013) What is role of HRD Professional? Retrieved on 13/6/2014
[56] Steven H. Appelbaum, Sally Habashy, Jean-Luc Malo, Hisham Shafiq, (2012),"Back to the future: revisiting Kotter's 1996 change model", Journal of Management Development, Vol. 31 Iss: 8 pp. 764 – 782
[57] Storey, J. (1992). Developments in the Management of Human Resources. Oxford: Blackwell Publishing. Swaim R(2011)Nine Reasons Organizations Need To Change Retrieved on 18/6/2014 Tan A. & Kaufmann (2010) Making Good Change Agents: Attitude, Knowledge, Skills. Retrieved on 25/06/2014
[58] Thota, H. (2012). Key concepts in innovation. New York, NY: Palgrave Macmillan.
[59] Tidd, J. (2010). Managing innovation: Integrating technology, market and organizational change. New York, NY: Wiley.
[60] Ulrich, D., & Beatty, D. (2001). From Partners to Players: Extending the HR Playing Field. Human Resource Management, 40(4), 293-307.
[61] Ulrich, D., & Brockbank, W. (2005). The HR Value Proposition. Boston, MA: Harvard Business School.
[62] Walker, J. W., & Stopper, W. G. 2000. Developing human resource leaders. Human Resource Planning, 23(1), 38-44. Washington, M. and Hacker, M. (2005), “Why change fails: knowledge counts”, Leadership & Organization Development Journal, Vol. 26 No. 5, pp. 400-11.
Cite This Article
Plain Text BibTeX RIS

  • APA Style

    Teresia Njoki Muchira, Kellen Kiambati. (2015). The Role of Human Resource Development as a Change Agent. Education Journal, 4(5), 214-221. https://doi.org/10.11648/j.edu.20150405.15

    Copy | Download

    ACS Style

    Teresia Njoki Muchira; Kellen Kiambati. The Role of Human Resource Development as a Change Agent. Educ. J. 2015, 4(5), 214-221. doi: 10.11648/j.edu.20150405.15

    Copy | Download

    AMA Style

    Teresia Njoki Muchira, Kellen Kiambati. The Role of Human Resource Development as a Change Agent. Educ J. 2015;4(5):214-221. doi: 10.11648/j.edu.20150405.15

    Copy | Download 

  • @article{10.11648/j.edu.20150405.15,
  author = {Teresia Njoki Muchira and Kellen Kiambati},
  title = {The Role of Human Resource Development as a Change Agent},
  journal = {Education Journal},
  volume = {4},
  number = {5},
  pages = {214-221},
  doi = {10.11648/j.edu.20150405.15},
  url = {https://doi.org/10.11648/j.edu.20150405.15},
  eprint = {https://article.sciencepublishinggroup.com/pdf/10.11648.j.edu.20150405.15},
  abstract = {For businesses to maintain their position in the market place or gain competitive advantage they need to change constantly. Change helps improve and increase productivity which ultimately increases sales of an enterprise. The growing global competition and the rate of technological advancement foresee a continuing need for change. An organization will require the services of a change agent to assist in in its effort to change successfully. This study examines the role of Human Resource Development (HRD) as a change agent in several areas such as organizational change management, different roles played by the change management, skills and competencies for HRD change agents, the models of change used by the change agents to facilitate change and conclusion. The study ends with recommendations for further research},
 year = {2015}
}

    Copy | Download 

  • TY  - JOUR
T1  - The Role of Human Resource Development as a Change Agent
AU  - Teresia Njoki Muchira
AU  - Kellen Kiambati
Y1  - 2015/08/13
PY  - 2015
N1  - https://doi.org/10.11648/j.edu.20150405.15
DO  - 10.11648/j.edu.20150405.15
T2  - Education Journal
JF  - Education Journal
JO  - Education Journal
SP  - 214
EP  - 221
PB  - Science Publishing Group
SN  - 2327-2619
UR  - https://doi.org/10.11648/j.edu.20150405.15
AB  - For businesses to maintain their position in the market place or gain competitive advantage they need to change constantly. Change helps improve and increase productivity which ultimately increases sales of an enterprise. The growing global competition and the rate of technological advancement foresee a continuing need for change. An organization will require the services of a change agent to assist in in its effort to change successfully. This study examines the role of Human Resource Development (HRD) as a change agent in several areas such as organizational change management, different roles played by the change management, skills and competencies for HRD change agents, the models of change used by the change agents to facilitate change and conclusion. The study ends with recommendations for further research
VL  - 4
IS  - 5
ER  -

    Copy | Download

Author Information

  • Teresia Njoki Muchira

    School of Business,Karatina University, Karatina, Kenya

  • Kellen Kiambati

    School of Business,Karatina University, Karatina, Kenya

Download PDF
  • Sections

About Us

Science Publishing Group (SciencePG) is an Open Access publisher, with more than 300 online, peer-reviewed journals covering a wide range of academic disciplines.

Learn More About SciencePG

Products

Information

Important Link

Copyright © 2012 -- 2024 Science Publishing Group – All rights reserved.