INTERNATIONAL JOURNAL OF BUSINESS, SOCIAL AND SCIENTIFIC RESEARCH ISSN: 2309-7892, Page: 17-22, Volume 01, Issue 01, July-December 2013 Review Paper HEAD OF HR HAS THE KEY ROLE FOR MANAGING ORGANIZATIONAL CHANGES IN THEIR RESPECTIVE ORGANIZATIONS *Afshana, P. 1 ; Arshada, P. 2 and M.S. Hasan 3 Afshana, P.; Arshada, P. and M.S. Hasan (2013). Head of HR has the Key Role for Managing Organizational Changes in their Respective. Int. J. Bus., Soc. and Sci. Res. 01(01):17-22. Retrieve from http://www.ijbssr.com/currentissueview/13010104 Received Date: 12/11/2013 Acceptance Date: 01/12/2013 Published Date: 02/12/2013 Abstract Organizational change is an important process inside the organization to optimize the performances. Organizational change usually occurs as a reaction of changing working environment, response to crisis situation or triggered by a leader. Due to globalization the competition increases between the organization. In this situation the most effective and beneficial tactic for any organization is to do business in a innovative way. Head of HR is the leader in charge who can manage the organization or the process of organizational changes more effectively and successfully by his capability and competency. Managing organizational change is essential for a organization to survive. To achieve the sustainable success in organizational change head of Hr has the role to prepare themselves not for today but also for the future. Along with all the process of organizational and implications itself is complex and challenging. However this paper shows the causes of organizational change, it's elements, process, resistance and the possible solutions and management for the HR professional if the changes happened in organizations. Leadership with the competencies with the vision and innovative approach can conclude the complex phenomenon of organizational change with success. Successful management of organization change is dependent on head of HR for organizational development, long term success and sustainability. Key words: organizational change, organizational development, causes of organizational change, processes of organizational change, resistance & management of organizational change. Introduction Previously the human resource department has the role to work with the personnel and administrative function that was mentioned in the company profile as paperwork. Human resource profession evolved during the last 20 years from their previous work responsibility like hiring and firing. It has increased his mobility to offer much more work in the organization than record keeping, payroll, benefit skims. Now Hr department also focusing on the business strategies through talent management and leadership activities (SHRM survey report, 2008). In the previous role HR work well but stagnant after a certain stage of their job responsibility, for example, employee may not like the intervention of their bosses in creation of sudden new rules, interpret and implement the employee without nourishing the democracy in the organization. For the long term success and sustainability an organization need to accept, adopt and challenge in their business by preferring the changing trends, technologies, customer preferences and future concerns which is as similar as Caetano, 1999 who also thinks that organizational change is the demand of a time. If the organization does not change in time, there is a possibility to lose their reputation and the market share (Boston, 2000) and it is widely accepted that organization should have change for sustainable business and long-term success. But the question is that who will take the lead to bring this changes into the organization and who will be the leader? Leadership role is key for organizational changes and a pro-active effective leader can bring an effective change in the organization. Beside this, Senior and Fleming (2006) said that leader is the changing agent who can take the initiative and bring the changes for organization. The HR professional who understand their leading role in the organization such as organizational development, strategic utilization of employees to serve the company business goals, talent *Corresponding Author: ethaka2000@yahoo.co.in 1. Assistant Professor, Department of Agribusiness, Atish Dipankar University of Science & Technology, Dhaka-1213, Bangladesh. 2. Visiting Lecturer, Mohammadpur Central University College, Dhaka-1207, Bangladesh. e-mail: arshadaparven@yahoo.co.in 3. Chief Engineer, Anglo-Eastern Ship Management, Hongkong. E-mail: hasan74bd@yahoo.com