Download to read offline
![White_and_Brown_Indian_Food_cddghhgPresentation[1].pptx](https://cdn.slidesharecdn.com/ss_thumbnails/whiteandbrownindianfoodpresentation1-250925164731-69a9f9b2-thumbnail.jpg?width=640&height=640&fit=bounds)
Nupur ODC PPacacdvwvwvcscsdvwvwcdvdT.pptx
- 1. ROLE OF HRIN DRIVING HR CHANGE
- 2. INTRODUCTIO N • HR =Human Resources, deals with people in an organization. • Change = new ideas, new systems, or new ways of working. • HR helps people accept and adjust to these changes.
- 3. WHY CHANGE ISNEEDED • Business environment keeps changing. • Technology, customer needs, laws, and competition push companies to adapt. • Example: shifting from manual attendance to digital attendance.
- 4. ROLE OF HRIN CHANGE HR plays a big role in making change smooth: 1.Planning – Understand what change is needed. 2.Communication – Explain change clearly to employees. 3.Training – Teach new skills if required. 4.Support – Help employees overcome fear of change.
- 5. HR AS ACHANGE LEADER • HR motivates employees to accept change. • HR becomes the link between management and employees. • Example: HR explains why a new software will make work easier.
- 6. COMMUNICAT ION ROLE • Clearcommunication avoids confusion. • HR organizes meetings, emails, workshops. • Example: before shifting to work-from- home, HR explains process and rules.
- 7. TRAINING AND DEVELOPME NT • HR arrangestraining programs. • Employees learn new tools, methods, or skills. • Example: training staff for using online HR portals.
- 8. SUPPORTING EMPLOYEES • HR providescounseling, feedback, and guidance. • Builds trust and reduces stress. • Example: HR listens to employee concerns during company restructuring.
- 9. CHALLENGES HR FACES •Resistance from employees. • Lack of proper resources. • Communication gaps. • HR has to manage these smartly.
- 10. • HR isnot only about hiring and salaries. • HR is the driver of change in organizations. • With proper planning, training, and communication, HR makes change successful. CONCLUSION
- 11. CASE STUDY ABC TextilesLtd. was struggling with high employee turnover and outdated HR practices. To address this, the HR department initiated a change program introducing digital attendance, online performance appraisals, and training programs. HR also conducted workshops to reduce resistance and explained the benefits of new systems. Within a year, employee satisfaction improved, and turnover dropped by 15%.
- 12. Q1. What roledid HR play in driving change at ABC Textiles Ltd.? Answer: HR acted as a change agent by introducing digital systems, communicating the benefits of change, and training employees to adapt.
- 13. Q2. What wasthe main outcome of HR’s change initiative? Answer: Employee satisfaction improved, and turnover reduced by 15%
- 14. Q3. Why iscommunication important in HR-driven change? Answer: Communication reduces resistance, builds trust, and ensures employees understand the benefits of change
- 15.
- 16. Q1. HR ismainly concerned with which of the following? a) Machines b) Money c) People d) Materials Answer: c) People
- 17. Q2. Why ischange needed in organizations? a) To maintain the same working style b) Because technology, laws, and customer needs evolve c) To reduce employee engagement d) To avoid competition Answer: b) Because technology, laws, and customer needs evolve
- 18. Q3. Which ofthe following is NOT a role of HR in driving change? a) Planning b) Communication c) Manufacturing d) Training Answer: c) Manufacturing
- 19. Q4. HR asa change leader primarily acts as a link between a) Employees and Customers b) Management and Employees c) Suppliers and Management d) Investors and Shareholders Answer: b) Management and Employees
- 20. Q5. Clear communicationby HR during change helps in: a) Avoiding confusion b) Reducing salaries c) Stopping training d) Limiting growth Answer: a) Avoiding confusion
- 21. Q6. Which methodcan HR use to communicate change? a) Secret notes b) Meetings, emails, workshops c) Rumors d) Hiding information nswer: b) Meetings, emails, workshops
- 22. Q7. Training anddevelopment programs organized by HR help employees to: a) Learn new tools and skills b) Avoid new systems c) Skip work d) Reduce trust Answer: a) Learn new tools and skills
- 23. Q8. HR supportsemployees during change by providing: a) Salary deduction b) Counseling and feedback c) More workload d) Strict rules only Answer: b) Counseling and feedback
- 24. Q9. Which ofthe following is a common challenge HR faces during change? a) Employee resistance b) Lack of resources c) Communication gaps d) All of the above Answer: d) All of the above
- 25. Q10. The overallconclusion of the PPT is that HR is: a) Only about hiring and payroll b) Mainly responsible for marketing c) The driver of change in organizations d) Not important in change management Answer: c) The driver of change in organizations
- 26.