This document discusses barriers to change in HR and provides recommendations for overcoming them. It notes that change efforts often fail due to poor planning, lack of resources, and resistance from employees. Employees may resist changes they see as threats to their jobs. It's important to have leadership support, involve stakeholders, and focus on supporting employees through the change. Managers and HR can help drive change by communicating the benefits and addressing employees' concerns to reduce resistance. Adequate planning, resources, and input from employees can help ensure changes are successfully implemented.

1. HR Barriers to change Executive Summary
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BUSINESS MANAGEMENT
HR Barriers to change Executive Summary
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Business change in simple terms can be the act of adopting new technologies, trends and
new business ideas into the business. The change can be relatively small like reformulating the
entire products and services, improving the business billing procedures in the light of unexpected
competition. In most cases, the change in business causes a lot of disruption which can lead to
business failure. Because of the changes in technology, customer trends, population and
economic changes, business who fail to embrace the change can be out of touch to compete
favorably under current trading conditions. Sometime, the hinges can lead to extreme failure
especially if the management does not implement strategic approaches of implementing the
changes. This essay aim at providing an Executive Summary of HR barriers to changes.
Most likely reasons why change efforts fail.
The adoption of electronic reading may fail because of poor planning. It can occur if the
management focuses on the content solution without an adequate upfront panning from the
amount of work required. Unless all the conditions and activities that must occur to set the project
up for success such stakeholder’s engagement, decision-making, governance and availability of
timeline resource are taken into consideration, the project may fail. There is need to take into
consideration the key initiatives, and how such activities will be integrated into the business for
maximum efficiency, without which, the change may be a false start. The changes may fail due to
lack of experience and resistance to the change. Sometimes there can be resistance to corral a large
number of people especially those who have hard wired resistance to change. For instance, adopting

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electronic reading material may face the barrier from the human resource who may lack aspiration,
motivation and level of expertise to do the works looking at the change as an avenue of losing their
job.
It is important to seek adequate support from the leadership. Beginning with the CEO and all
executive leader in all levels, all must give their support for the change and model the change for the
rest of the organization. The team for the change must be supported as they design and implement
the change. Through these channels, the team must communicate the benefits of adopting the
electronic reading materials as opposed to hard copies. The stakeholders must stay actively involved
in the process.
The change may fail due to lack of adequate resources. Unlike the hard copies book whose
production and resources are already available, adoption of electronic engage must require new
resources which will sustain the change and he resource must be a long term investment. They must
get tested, refined and reinforced because without planning for the resources for electronic reading
materials the company may realize less or no benefits of the change (.Anderson, 2018).
The change may fail as a result of priority focus on system rather than the Human resource.
Sometime, the change may be emphasized on the system than the people who will work to make it a
success. It is important to note that before implementing the change, the employees are a significant
part of the change that should not be set aside.
The risks of change initiatives.
One of the risk of adopting electronic reading material is that the change may run into
severe resistance with stakeholders, customers, and end-users. Sometimes, the employees can resist
the change because they do not agree with the mandate of the company. This can be due to lack of

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awareness to support the change, lack of commitment of stakeholders, there can be lack of middles
level leadership to support the change (Airiodion, 2019).
The organization may risk their budget for the project and fail in the end due to a discord
between the management team and those managing the change. There can be uncertainty to
implement the change and its perceived benefits. For instance the customer may not be willing to
adopt the electronic reading materials due to lack of gargets to use the products. Also the market
may be saturated with such kind of electronic reading product whereby finding the market may take
some time hence making the company to lose their previous incomes. Poor communication and lack
of transparency from leader can lead to a risk of changing failing. For instance when the company
does not invite the input of the employee they may resist the change because the electronic change
may be a threat to their work.
Recommendations for overcoming barriers to change.
Overcoming the barrier to change will require the CEO to make the managers in all levels be
engaged in the change initiatives and taking their proposal it consideration. This is because
managers are the high echelons who adopt change for a strategic perspective because their accent is
on performance. It is important to make managers in the middle levels to see the significance of the
inherent change thus bringing their cooperation and participation. By making the managers the
change initiaters, they become the hero who will propel the change from hard copy reading
materials to the electronic reading materials. They become motivated and ambitious as long as they
are the stars of the change process. For instance, the managers can bring the employees on board
and avoid resistance of change because they deal with workers on a daily basis.

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It is important to ensure that there is adequate planning before implementing the change.
This will present the necessary resources and also make clear potential risk to the change. Ensure
that there is adequate resources needed to before implement the change. There is need to seek the
opinion of the employees by bring them into the board. This will limit or avoid their resistance to
change because they may look at the electronics reading materials as a threat to their employment.
The roles of management and HR in change initiatives.
The managers are the custodian to the change initiative. They are the lynchpin to the success
of the change. They must adopt the new change before the employee can participate in it willingly.
The HR plays a dual role in the change initiative by initiating and leading the change (Creasey, 2020).
He or she serves as the facilitator of the change made my other manager and leaders in other
department. The HR can improve the employees buy-in for the company to adopt electronic reading
materials instead of hard copies reading materials thus avoiding resistance. The HR plays the role of
a communicator and tracking the changes by serving as point of contact for questions and concerns.
They also explain the response from employees to the staffs. They also asses readiness of the
employees before implementing the change.
The sources are reputable and engrossing writings. They illuminate the concepts of change
in business by using a thoroughly researched articles, journals and business researches. Authors of
the sources demonstrates an understanding of professionalism and ethical principles while working
on pursuit of business change.

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References.
Airiodion, Ogbe. (2019). Most Popular Change Risk & The best Change Management Risk
Assessment to Perform. AGS. Retrieved from: https://www.airiodion.com/risk-assessment-
and-readout/
Anderson, A. Linda. (2018). 5 Reasons Why organization Change Fails. Retrieved from:
https://blog.beingfirst.com/5-reasons-why-organizational-change-fails
Creasey, Tim. (2020). The Role of Managers in Change Management. Prosci. Retrieved from:
https://blog.prosci.com/the-role-of-managers-in-the-3-phases-of-change-management