Change management is effectively adopted in organizations by examining the current environment with respect to organizational culture and the skills of the employees. Innovation is the key to success for any organization. A sound and capable HR department can influence a cultural change in an organization.The only thing that is permanent is change of course, the time frame may differ from person to person and organization to organization. Change Management per se in an organization is a systematic process of taking into account the global conditions which affect the organization and preparing it to adopt them duly considering the specific conditions which are unique to it.

The methodology examines the current environment with respect to organizational culture, levels of hierarchy, communication, job design and description, people in the organization, their skills and attitudes, people-machine interfaces, infrastructure and incentive systems, etc. Change Management has to integrate activities like defining and instilling new values and attitudes in people keeping in view the global changes, overcoming resistance to change, ensuring consensus among the stakeholders on specific changes designed to meet the identified challenges, and finally planning, testing and implementing all aspects of transition from one process to the another.

In this age of knowledge-based industries, the important contribution comes from people alone. It is their performance which has a direct bearing on the performance of the company. Hence, there is an impending need to harness the skills of the people along the lines of the organizational goals. It should be remembered that the most successful of the companies figuring on the lists of "Best Employers" or "Best Places to work for" is not a coincidence. It has happened over a period of time, as a result of concerted effort. This correlation is true in the case of knowledge-based industries like pharma, IT etc.