ABSTRACT
This chapter explores the organisational readiness for a change project such as business process re-engineering initiatives, restructuring or organisational development programmes, and indicates the importance of several supporting concepts such as business strategy, organisational culture and human resource management (HRM). Consequently, business strategy is composed of both market focused and capabilities focused perspectives, both of which are essential. The concept of culture is seen as critical to the success of any kind of major organisational change, particularly where organisations are moving to process based ones using IT. The development of an HRM strategy in a change context becomes even more important when change is associated with technology implementation. In addition, an HRM strategy should also focus on how to support the management of change indicating techniques and methods in order to deal with the most complicated part of change: the people.
