Human resources need to be present to help determine if the KSAs are present to carry out the change. Without the ability to carry out change, the idea of change becomes pointless. With the change in goals comes a change in mission. If human resources does not change its mission, it will be unable to accomplish its goals. Human resources needs to look at the things it is doing and determine what things it should quit doing and what it should outsource. The things it should start doing are related to the new goals and what it quits doing. As human resources' mission changes, it will pick up new tasks. Human resources should quit interviewing, recruiting, hiring, counseling, appraising training, benefit administration, record keeping and disciplining employees. Its mission or role related to these functions is to be a counselor and trainer to managers and supervisors so they have the necessary skills and knowledge to carry out these functions.
So by altering the tasks, human resources mission changes. The purpose of the new mission is twofold: to allow human resources the time to focus on its new goals, and to be functioning in a manner that supports the new goals and sets an example for the rest of the organization. This changes not only the way human resources thinks about itself; it also changes how customers (managers and employees) of the organization think about it. If customers continue to think of human resources as the record keepers and policy enforcers, they will not see how it can be a change agent. Changing the mission will help human resources gain acceptance and cooperation in its new role as change agent for the company.
Pressures on Organizations .
There are an incredible number of pressures on today's organizations. To name a few: environmental pressures such as increasing globalization, rapid technological change, and tougher competition; organizational changes such as new organizational alliances, new structures and hierarchies, new ways of assigning work, and a very high rate of change; changes in the workforce, including employees' priorities, capabilities, and demographic characteristics.
