A change of name or a change of identity?: Do job titles influence people management
professionals' perceptions of their role in managing change? Смена имени или изменение
идентичности? Влияют ли титулы на восприятие менежерами по персоналу их роли в смене
The role and significance of people management professionals in managing change has
become increasingly important with the growing ascendancy of "HRM" in its various
manifestations. Yet there is persistent concern that "traditional personnel managers"
may be less willing or able to act in this arena when compared with apparently new
style HR specialists. Is it possible that individuals with an HR job title will perceive
their role as more proactive or effective in managing change? The survey findings
presented here of 98 people management professionals in a sample of 350 major UK
companies, explore four key areas of HRM often closely associated with change management
interventions. While the findings indicate important areas of agreement between "personnel"
and "HR" sub-groups, defined by job title, they also demonstrate significant differences
in role perceptions and evaluations of practice in the change management arena. It
is concluded that people management professionals with an HR job title appear to
identify more strongly with the change-oriented agenda of HRM. However, there were
no significant differences between personnel and HR sub-groups in their perceived
effectiveness at managing change. The implications of these findings for the future
of the personnel job title are then discussed.