An Assessment of How HRM Contributes to Organizational Change Management: A Study of Dangote Sugar Refinery in Gombe State
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Background of the Study
Human Resource Management (HRM) plays a vital role in managing organizational change, as employees are the key drivers of change within an organization. Effective HRM practices help ensure that employees are equipped with the necessary skills, knowledge, and motivation to adapt to changes in the organization’s structure, culture, or business processes (Olugbenga & Umar, 2023). HRM's involvement in change management includes areas such as communication, training, support, and leadership development, which are crucial in facilitating smooth transitions and minimizing resistance to change.
Dangote Sugar Refinery, one of the leading sugar manufacturing companies in Nigeria, has undergone several phases of organizational change to maintain its market leadership and improve operational efficiency. The company’s HRM department in Gombe State has been responsible for ensuring that employees are engaged in the change process, adequately trained, and motivated to embrace new strategies, technologies, and business practices. However, there is limited research on how HRM contributes to managing organizational change at Dangote Sugar Refinery, particularly in the Gombe State branch.
This study seeks to assess the role of HRM in facilitating organizational change at Dangote Sugar Refinery in Gombe State, focusing on HRM practices that support change management and their impact on employee attitudes, performance, and overall organizational success.
Statement of the Problem
Although HRM is critical in managing organizational change, the specific ways in which HRM practices contribute to change management at Dangote Sugar Refinery remain underexplored. The lack of empirical data on the role of HRM in supporting organizational change processes at Dangote Sugar Refinery creates a gap in understanding how HRM can be leveraged to improve change management outcomes. This study aims to assess the impact of HRM practices on the success of organizational change efforts at Dangote Sugar Refinery in Gombe State.
Objectives of the Study
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To assess the role of HRM practices in facilitating organizational change at Dangote Sugar Refinery in Gombe State.
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To evaluate the impact of HRM practices on employee attitudes and performance during organizational change at Dangote Sugar Refinery.
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To recommend HRM strategies for improving organizational change management at Dangote Sugar Refinery in Gombe State.
Research Questions
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How do HRM practices contribute to managing organizational change at Dangote Sugar Refinery in Gombe State?
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What impact do HRM practices have on employee attitudes, performance, and adaptation during organizational change at Dangote Sugar Refinery in Gombe State?
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How can HRM practices be improved to enhance the success of organizational change management at Dangote Sugar Refinery in Gombe State?
Research Hypotheses
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HRM practices significantly contribute to the successful management of organizational change at Dangote Sugar Refinery in Gombe State.
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Employee attitudes and performance are positively influenced by HRM practices during organizational change at Dangote Sugar Refinery.
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Improved HRM strategies lead to better outcomes in organizational change management at Dangote Sugar Refinery in Gombe State.
Scope and Limitations of the Study
The study will focus on HRM practices at Dangote Sugar Refinery in Gombe State and assess their role in managing organizational change. Limitations include potential biases in employee responses, as employees may be hesitant to express negative opinions about the company’s change initiatives. Additionally, the scope of the study is limited to one location, which may not fully represent the experiences of employees in other Dangote Sugar Refinery branches.
Definitions of Terms
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HRM in Change Management: The strategic use of human resource practices to support organizational change, including training, communication, leadership, and employee engagement.
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Organizational Change: A process in which a company or organization undergoes adjustments in its structure, processes, or culture to improve performance, adapt to external pressures, or achieve new objectives.
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Employee Attitudes: The feelings, beliefs, and perceptions employees have toward their work, organization, and organizational changes.
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