A Study on the Role of HRM in Managing Organizational Change in Guaranty Trust Bank, Kwara State
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Background of the Study
Organizational change is an ongoing process within businesses worldwide, driven by technological advancements, market demands, and shifting industry dynamics. Human Resource Management (HRM) plays a pivotal role in facilitating and managing these changes, ensuring that employees are adequately prepared for new strategies, structures, and processes (Kola & Adebayo, 2024). Effective HRM practices, such as communication, training, and employee involvement, are critical in minimizing resistance to change and helping organizations smoothly navigate transitions.
Guaranty Trust Bank (GTBank) is one of Nigeria’s largest financial institutions, and its operations in Kwara State are influenced by both global and local factors that demand organizational adaptation. As the bank continues to evolve and expand its services, effective HRM is vital in guiding the employees through periods of change, ensuring that they are aligned with the bank’s vision and strategic goals (Ajibade & Asalu, 2023). This study aims to investigate the role of HRM in managing organizational change at GTBank in Kwara State, assessing the effectiveness of HRM practices in facilitating employee adaptation and ensuring the success of organizational change initiatives.
Statement of the Problem
Despite the recognition of HRM’s role in managing organizational change, there is limited research on how HRM practices specifically contribute to managing change at GTBank, Kwara State. The problem is the lack of understanding of how HRM strategies can reduce employee resistance to change and enhance the implementation of new policies, structures, and technologies. This study seeks to bridge this gap by examining the role of HRM in managing organizational change at GTBank and identifying the challenges the bank faces in ensuring a smooth transition.
Objectives of the Study
1. To examine the role of HRM in managing organizational change at Guaranty Trust Bank, Kwara State.
2. To assess the effectiveness of HRM practices in reducing employee resistance to change and fostering a positive organizational change environment.
3. To identify the challenges faced by GTBank’s HRM department in implementing organizational change in Kwara State.
Research Questions
1. What role does HRM play in managing organizational change at Guaranty Trust Bank in Kwara State?
2. How effective are HRM practices in minimizing employee resistance to organizational change at GTBank, Kwara State?
3. What challenges does HRM face in managing organizational change at GTBank, Kwara State?
Research Hypotheses
1. HRM practices significantly contribute to the successful management of organizational change at Guaranty Trust Bank in Kwara State.
2. Effective HRM practices reduce employee resistance to organizational change at Guaranty Trust Bank, Kwara State.
3. HRM faces significant challenges in managing organizational change at Guaranty Trust Bank in Kwara State.
Scope and Limitations of the Study
This study will focus on Guaranty Trust Bank in Kwara State, specifically evaluating the role of HRM in managing organizational change. The study will rely on qualitative data, including interviews and surveys with employees and HR managers. The limitations include the fact that the study focuses on a single organization in one state, and the findings may not be applicable to other industries or regions.
Definitions of Terms
• HRM (Human Resource Management): A strategic approach to managing people in organizations that focuses on recruitment, training, development, and employee relations to optimize organizational performance.
• Organizational Change: The process by which an organization transforms its strategies, structures, or operational methods to adapt to internal and external factors.
• Employee Resistance: The reluctance or opposition employees exhibit toward changes within the organization, often due to fear, uncertainty, or lack of understanding.
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