Think HR Think CHRM
Tuesday - 14 Jul 2020 on LinkedIn
Username : Password: Forgot Password?
Managing Technological Changes

People innovate new things to make life more comfortable. Acceptance of the change leads to more innovations, thus creating a cyclical movement. Acceptance to change is not always practical. The success of an innovation lies in its ability to convince the people of its usage.

Business entities live in a dynamic age where technology changes overnight. Survival of the company lies in its ability to utilize the technological change for improved performance. Though physical implementation calls for little time, the acceptance of the technological change by the human capital is critical for the company. An unutilized or partially utilized system may turn out to be the cause of its death in the long run. With the competition severe, sustenance depend on the company’s ability to coax its manpower to enjoy maximum utilization of the technological changes for better quality in their productive capacity.

A company faces many challenges while introducing a change. Non-acceptance or partial acceptance of the new technology results in greater time consumption, leading to customer dissatisfaction. The tasks might not be of the desired quality and company and its workforce will be forced to put in more hours to complete the work. This results in a stressed workforce with unproductive minds incapable of tapping their faculty to the maximum extent. An overstressed workforce can never be an asset to the company, but lands up as a liability.

Provide a framework to make the manpower keen to accept the changes and use them for their personal benefit. Introduce the technological changes gradually and continuously. As the world keeps changing every second, the company should keep its door open to imbibe the changes as and when they occur. A gradual introduction is easier than a sudden acceptance of the same expecting instant results from the people. Provide a platform to impart the necessary training to develop the individual skills. The people must be convinced of the need for acceptance of changes for ensuring the survival of the company. Bring about corrections in the company strategies in accordance to the changes in technology. The performance appraisal system should also see parallel changes taking into account the modifications in people performance. Planning and implementation must be done in various stages to avoid confusions and a resistance to change. Workshops to open up the people make them competent to face the challenges and more welcoming to change.

A well planned system can make people less wary to changes. Better commitment brings about good quality and less confusions. Better performance guarantees attainment of company strategies in the long run. As Henri Louis Bergeson has stated, “to exist is to change, to change is to mature, to mature is to go on creating oneself endlessly”. Growth, maturity and innovation go hand in hand.

All the fields are compulsory.
Your Name
Related Articles
The Art of Managing Multi
Managing Transition
Managing Diversity in Org
Managing Diversity in Org
Managing the Merger and A
Related Discussion
Managing Global Workforce
When Managing Team, Pay a
Managing Work:Life Balanc
Managing People-Standard
Managing in a Business Co
  Culture, Mission, Values, Ethics
  Compensation & Benefits
  Job Profile
  Opportunity for Career Development