To enable organizations to keep up with or get ahead of their competitors, both proactive and reactive changes need to be managed successfully. It is very important that a human resource department must act as a work coordinator to ensure the smoothness of change process in an organization. For positive changes to happen, they must be effectively communicated and acceptable throughout an organization. Proper training must be given to employees and performance - appraisal criteria must be clearly explained to them before starting to implementing a change in an organization. The successful implementation of change usually leads to increasing employees" comfort at work. Competitive advantage and innovation are the obvious results of effective change management (The, 1998).
Fifth, the next issue the development of human capital. For human, anything is possible. Many companies consider human resource investment as one of the most important kinds of investment, especially in area of training and developing employees" knowledge, skills, experience and expertise. An organized combination of those helps a company achieve the synergic power, which helps keep that company on top of its competitors. For companies to retain the synergic power for a long run, they must a high level of long - term commitment, or in the other word, low employee turnover. Considering the above factual information, human resource activities will likely become more complicated in the sense that those activities actually deal with for both human resource department and employees (Bohlander, 2001). .
Sixth, more organizations will become more reactive to the markets. The market trend is moving away from simply meeting customer expectations to exceeding customer expectations. Total quality management, quality assurance, continuous improvement, and organization reengineering will become more commonly known and employed in organizations.
