Introduction

Too often the people dimension of change is considered after the transformation process has started and, in many cases, not until the end of the process is in sight (Hodges, 2016). This is too little, too late and is unlikely to create the desired change in the working practices, skills, knowledge and behaviour which is needed to deliver the required benefits. It may also adversely affect the health and well-being of individuals which in turn can have a detrimental impact on the effectiveness and performance of the organization. According to the World Health Organization (WHO) 95% of HR leaders admit that burnout is affecting retention in their organizations by contributing to up to half of the annual workforce ...

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