The impact of human resource management functions onorganizational change: a case studyof the university of Kirkuk

Human Resource division is the mix of all HR that is vital or important to contribute its part in accomplishing the association objective. The human Resource office is one of the underestimated division, particularly in the instructive area. Indeed, even the exercises given by the division are vital for the prosperity of the association recommended that because of expansion in the opposition and appropriation of innovation by the business to accomplish the upper hand it is vital for the associations presently to get change the association culture to receive the innovation and contend with the opposition. Henceforth, this change can just oversee by the human asset office. As it is one of the divisions that give every one of the exercises, for example, preparing and advancement program, pay and remuneration, rights and order, execution and examination, and so forth These all exercises are vital to set up the representatives to manage the coming change. The human asset office assists with bringing the specific abilities and information that are needed by the representatives to manage the fulfilment. The college nowadays has begun understanding the significance of human asset division for the instructive area too. As they additionally need to manage the worldwide rivalry. In this way, they likewise required certain abilities and information to deal with the global norm of the college. Henceforth, the Human Resource division is perhaps the main office to colleges also. The study has provided research on the topic of The impact of Human resource activities on organizational change. For this study, the qualitative approach has been chosen. The instrument of data collection for this study is the close-handed questionnaires. The questionnaires have been sent to the 384 respondents. The data has been collected and the reliability and validity have been checked as well. For this four variables have been tested that are performance appraisal, training and development, rights and discipline, and vii compensation/incentives. The study is quantitative-based and questionnaires have been chosen for the collection of the data. The 384 respondents have been targeted to collect the data from Kirkuk University. 70% of the data has been used in the analysis process. The result has been made based on the sig value of the multiple regression analysis and the correlation analysis. The study has compared the results of the research with the past work presented by the other researchers and concluded that human resource activities have a positive relationship with organizational change.