The change agent is one of the key HRM Roles defined by David Ulrich. As the recession produces a massive pressure to make changes in the current business operational model, this HR Change Agent role becomes extremely important.
The change agent role is not about provoking changes; it is about a proper change management and providing help to employees to overcome the changes in the organization.
The change agent has a deep knowledge of the change management process and the change agent is able to make the proper plan for employees and to minimize the negative impact on employees and the whole organization.
The recession is a huge change. The organization makes tough decisions and the employees live in a huge uncertainty. The HRM Function has to recognize the risks for the organization and the good change agent program has to be designed and quickly implemented.
The recession can damage the whole organization. As the rumors about the potential headcount reduction spread through the organization, the HRM Function has to prepare a proper communication plan and the key groups of employees have to be informed about the real status of the company and the plans for the key groups of employees.
When the key groups of employees are not properly inform, these groups can quickly leave the organization and the damage cannot be repaired in years from the recession.
The role of being HR Change Agent is not easy, but the HRM Function has to invest its courage.
