Often problems are encountered when the employees do not understand the different reward programs in the absence of proper communication. Sometimes these rewards are not directly linked to business, employee performance or even the job performed. In such cases, employees feel low in morale and motivation. After the completion of the induction program, the staff must be aware of the general policy of the company, specific job duties that they need to conduct and finally there must be personnel development that is in line with the ideology of the company. Change and aspects of the same are important attributes which are necessary for the development of the organisation.
Changes are implemented foreseeing the future and the avenues it holds for the expansion of the company. Kurt Lewin’s (1951) change management process happens to be an important aspect to establish and implement a successful SHRM initiative. The change management model consists of unfreezing, movement and refreezing. The unfreezing aspect includes preparing the anchors of organisation (employees, internal and external stake holders) towards the process of change management. The movement aspect deals regarding the actual transition phase when the change model is being implemented practically. The refreezing process happens when the aspects of changed which happened during the transition phase are being implemented in the daily routine.
360 degree performance appraisal is followed in order to check the success of the change policies which have been implemented. As per the 360 degree multi-rating feedback process, all the viewpoints from peers, subordinates, internal and external stakeholders, immediate managers and the hierarchical level provide their respective feedback regarding employee. It is done after following a set of aspects based on which the rating/ feedback is given. It helps to ensure a valid feedback and appraisal.