Due to rapid, continuous and radical changes, today, the environment becomes more and more unpredictable and unclear. Thus, in order to be successful and continue to exist organisations are to live with the change, predict, benefit from and manage it. Organisational change could be defined as the process or existing organisational structure and operations as well as the effort to change the behaviours of the most members in the organisation to a great extent. It could also be said that change related issues are mostly about people and the success of the change depends on the attitudes and behaviours of the people and the Human Resources strategies, policies and operations developed considering the need of the change. The HR issues such as planning, staffing, performance evaluation, training and development, price and appraisal, motivation, culture, communication, involvement and commitment are all related to the areas in which change is needed. It could be said that HR is a strategic element in change and should be proactive. This chapter is on the role of HR in change. Change itself, the human characteristics of change, the importance and the role of HR in change, the literature review of some HR models used in change and what HR should do in change will be summarised.
Mutual funds portfolio performance evaluation models: Sharpe, Treynor and Jensen index