Introduction
For HR to be perceived as professional in change efforts and establish itself as adding value for the organization, it needs to adopt a collaborative way of working. In other words, rather than HR being merely a bystander while organizational transformations progress, or at the other extreme HR leading the change while line managers take up the role of observer, change needs to be co-owned and co-led by managers as well as by HR. This requires HR practices which provide the methods, processes and guidance to engage stakeholders with change, improve their experience with the change process, and also enable managers to own and lead change in their part of the organization (see Figure 6.1).
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