Manager’s Role in Facilitating Employee Adaptation

Related topics

The key role of human resources in business is viewed through the strategic capability of employees in the company and their possibility for adaptation, through the work. The manager’s role in the adaptation of employees is significant, as employees should be directed in the end, on the result of the affair, rather than its means. The human resources manager is responsible for friendly relations in the company, which is the base for a better adaptation and effective work. The book dwells upon different roles of human resources manager and their implementation on the human resources.

Research questions

Globalization, deregulation, and discontinuous technological change lead to the radical changes in the companies’ aims and facilities, which these aims are going to be reached with. The first step, which should be provided while the radical change of the company takes place, is the balancing of emotional state in the company. The book dwells upon possible consequences from radical changes and some ways how to overcome it. The role of human resources management is core here as the quick adaptation of the staff to the new structure and development of the company, the more effective work will be provided.

The core aim of then work with human resources should be the proof of the competitive nature of the work, without forgetting about the friendly relations. In other words, the competition, which is greatly addressed on the individual level, should contain no anger and be healthy for the working environmental. Technical knowledge and political savvy are the main qualities which should be implied in the human resources by their managers. The manager should be ready to help employees with the dynamic change of the competencies of their workforce in the case of necessity by means of advice or work correction.


The development of informational technologies (such as the Internet), lead to the new notions in the business sphere. The notion electronic human resources management appeared in the 1990s, when the effectiveness of the company was tried to be reached by the innovative technologies. The same happens with the human resources, as the work through the Internet connection will increase managers’ and employees’ cooperation, quicken adaptation and improve the effectiveness of work.

Some ways to increase the productivity and effectiveness of work and to quicken people’s adaptation to the working place are introduced in the book. The role of manager is significant as he/she is responsible for the quality of work of the employees which depends on their abilities. To increase these abilities, the human resources managers should structure the work of personnel and divide responsibilities, provide individual trainings and conversations about the work adaptation. Evaluation of the training result is also human resources managers’ responsibility s it allows to create the opinion about the changes in the workers.


Al-Rajhi, I., Altman, Y., Metcalfe, B., & Roussel, J. (2006). Managing Impatriate Adjustment as a Core Human Resource Management Challenge. Human Resource Planning, 29(4), 15+

Bondarouk, T. (2009). Handbook of Research on E-Transformation and Human Resources Management Technologies: Organizational Outcomes and Challenges. Idea Group Inc (IGI), London.

Burke, R. J. & Cooper, C. L. (2005). Reinventing human resource management: challenges and new directions. Routledge, Oxford.

Huy, Q. N. (2002). Emotional Balancing of Organizational Continuity and Radical Change: The Contribution of Middle Managers. Administrative Science Quarterly, 47(1), 31+.

Martocchio, J. J. (2006). Research in Personnel and Human Resources Management. Emerald Group Publishing, West Yorkshire.

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