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As the organizations are going Global this is one problem faced by many organizations of managing the change in the organization and how to make people acquainted with the changes.

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Due to acquisition and mergers taking place it becomes important for the HR Manager to develop the work culture.

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In the times when we are getting more professional and narcissist, it is very important to have Ethics and values to be in place which also in the long run decides the sustainability of the organization.

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More competition also adds to high attrition. Now here is the opportunity for the HR manager to play safe and introduce good retention strategies.

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Huge responsibility is on the shoulder of an HR Manager to create a balance between the work life and personal life by flexi-work hours, paternity leaves and vacations are some of the options in hand.

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Long working hours, target pressures, high competition etc adds stress and conflicts in the Organization. It is the duty of an HR Manager to have proper responses to the stress and conflict before it causes damage to someone’s' personality

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Developing continuous dialogue, open communication, participative decision making is very important for implementing consultative approach. It is an HR Manager who can facilitate such approach to procure participative and democratic culture.

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As the trend is changing so the organization structure. The organizations are getting more flatter and simpler.

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Companies are going global due to which the workforce diversity is increasing. Managing these people with different religious, cultural, moral background is a challenging task for the HR Managers in 21st Century.

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Performance evaluation (360 degree evaluation)

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Performance evaluation (360 degree evaluation)

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Create a good organizational environment

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Create a good organizational environment

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Change management is the process, tools and techniques to manage the people side of change to achieve the required business outcome.

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Change management incorporates the organizational tools that can be utilized to help individuals make successful personal transitions resulting in the adoption and realization of change.

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Defining the future state, or creating a vision should ideally be a consultative activity with the aim of reaching a shared vision, which key stakeholders see as achievable but sufficiently challenging and which reflects the aspirations of the organization. Generating several different scenarios is a way of helping people envision possible future states and to decide the key elements of the preferred vision.