The world is constantly experiencing rapid changes in all domains of all. The changes usually appear in diverse and complex forms with some degree of difficulties. Also, in organizations and projects, changes are evolving continuously which necessitate necessary adjustments to the changes to ensure that workforce and stakeholders are able to relate properly with the changes. Also, changes in an organization may cover the areas of structure, technology, strategy and people. It is inevitable for organizations to undergo changes in order to favourably compete with others. Hence, human resources need to be adequately prepared to competently address myriads of changes that are happening within and around their organizations.
When a change is been introduced, people usually show resistance to the change because various factors such as complacency with the status quo, fear of the unknown, status of relationship among different hierarchies, divergent perspective about the change among others. Therefore, change management is very germane to the realization of productive human resource management during the introduction and or occurrence of any change. Change management refers to organized method of handling transformations in organizations through implementing strategies to effect, control and assist stakeholders to adjust to change. It involves careful analysis, design, development and implementation of change which require that managers including human resource managers must be versatile in deploying change management. Proper management of change provides the opportunity for minimizing cost and resistance from employees as well as the maximization of the of change effort’s effectiveness.
There is strong connection between effective change management and team leading for the overall development of an organization in its achieving its objectives based on the changing realities. Therefore, through effective communication, collaboration and commitment, team leaders can facilitate not mere introduction of change but its effective management. Sequel to the aforementioned, the training is designed to enhance the capacity of participants in managing changes, developing human recourses and providing professional leadership in their organisations.
