Strategic HRM in Motion.

The Role of SHRM in Leading Organizational Change.

In today's fast changing world, the organization must function whatever happens. Whether it's a digital transformation, mergers, economic disruptions or changing consumer demands the organizational stability should continue. But change or a transformation is not only about changing processes or the systems. The most important part in a changing situation is People. That is why the SHRM is have a vital role to drive a successful organizational change. 

Why Change Fails and How SHRM makes a different.

Organization change is difficult without any doubts. It requires a clear strategy and a effective leadership to guide the organization to the change. The most difficult part of a change process is changing the mindsets of the people. To convert themselves for the change, it is required to provide reasons for the change and benefits of it. "For most people, change is a lot easier when they understand why changes are occurring"(Lowisz,2024).

When it comes to a fail of a change process, it's mostly happen not because of the technical skills or the processes, it's because of the people. That is where Strategic HRM is needed. SHRM will helps in a situation like this by,

• Aligning HR practices with change goals.
• Building trust by maintaining transparency of the process and the goals. 
• Having clear communication.
• Equipping leaders and teams with change capabilities. 
• Educating the employees about the change management.

SHRM will helps to guide the employees and the organization for a change in a proactive way. SHRM defines change management as “The systematic approach and application of knowledge, tools, and resources to deal with change" (People and Garcia,2023). 

Lewin's Change Theory.

This was introduce by Kurt Lewin in early 1950s. This model contains 3 stages such as Unfreeze, Change and Refreeze.

1. Unfreeze - This is the first step of the process and one of the most important stage of the entire process. It explains about unfreezing the process. To implement this stage, the people in the organization should have their willingness for the change. It requires a clear understanding about the ultimate goal of the change, clear strategy and also, it is important to communicate about the benefits of the change. 

2. Change - This stage is also known as the transition period of the process. It includes applying new processes and introducing new policies to the organization. In this stage, it is important to have involvement of the individuals, careful planning and clear communication. 'This means that upper management should not only communicate the benefits of change to the organization, but they should also involve each and every member in the change process' (People and Gracia,2023).

3. Refreeze - The way of implementing this process will determining how long the changes last throughout the organization. If you are looking for a permanent change, you will have to put practices in place that cement the changes into the minds and behaviors of the organization (Thudium,2023). This could include, contracts, process handbooks and training materials as future references to move forward with the changes.

Kotter's 8 step model of Change.

This model was introduced by John Kotter in 1996. It contains 8 steps which leads for a successful transformation. Those are,

1. Create a Sense of Urgency.
2. Build a Guiding Coalition.
3. Form a Strategic Vision.
4. Communicate the Vision.
5. Empower Action.
6. Generate Short-term wins.
7. Consolidate Gains.
8. Anchor Change Culture. 

Following this process will helps to have smooth transition and also, it helps the employees to have clear understanding about the change process. As it has several steps, following every steps is important for the entire outcome of the change process. The purpose of the model is to provide a structured approach to managing change within an organization (Change Strategies,2023).

When it comes to the banking sectors, Standard Charted Bank is provides a powerful example of how Strategic HRM supports for a successful organizational change. As standard charted is a international bank, it has a diverse customer base. Hence, it faced digital disruptions, regulatory issues and diverse customer approaches. However, with those challenges, Standard Charted Bank embarked on a major transformation journey focusing on becoming a future-ready digital bank. 

References.

• Thudium, T. (2023). Lewin’s change theory. [online] Practical Psychology. Available at: https://practicalpie.com/lewins-change-theory/.
• ‌Juneja, H. (2025). Kurt Lewin’s Change Management Model: The Planned Approach to Organizational Change - Management Study Guide. [online] Management Study Guide. Available at: https://www.managementstudyguide.com/kurt-lewins-change-management-model.htm/.
• Lowisz, S. (2024). Council Post: How HR Can Lead Organizational Change. Forbes. [online] 12 Aug. Available at: https://www.forbes.com/councils/forbeshumanresourcescouncil/2020/07/16/how-hr-can-lead-organizational-change/.
• ‌People, P.M. and Garcia, B. (2023). HR Change Management: Effectively Lead Change As An HR Professional. [online] People Managing People. Available at: https://peoplemanagingpeople.com/hr-strategy/hr-change-management/.
• ‌Emerson, M.S. (2022). 7 Reasons Why Change Management Strategies Fail and How to Avoid Them - Professional & Executive Development | Harvard DCE. [online] Professional & Executive Development | Harvard DCE. Available at: https://professional.dce.harvard.edu/blog/7-reasons-why-change-management-strategies-fail-and-how-to-avoid-them/#What-is-Change-Management-and-Why-Do-We-Need-It.
• ‌Change Strategists (2023). What is the kotter 8-step model and how does it work? [online] Change Strategists. Available at: https://changestrategists.com/what-is-the-kotter-8-step-model-and-how-does-it-work/.
• ‌Juneja, H. (2025). Kotter’s 8 step Model of Change. [online] www.managementstudyguide.com. Available at: https://www.managementstudyguide.com/kotters-8-step-model-of-change.htm/.

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