Can anyone guide me on the subject. How to plan a change, manage all its related sphere and come out without the trembling shock of the change.
Actually the above change is to improvise various processes of a stablized project. This will effect around 1000 people including Associates, Supervisors and Sr. Managers. We are supposed to apply this change with the help of our software team and project experts.
Need help on this.
Thanks
Sajid
From India, Delhi
1Actually the above change is to improvise various processes of a stablized project. This will effect around 1000 people including Associates, Supervisors and Sr. Managers. We are supposed to apply this change with the help of our software team and project experts.
Need help on this.
Thanks
Sajid
From India, Delhi
Dear Sajid
Dont make the change a revolution and get a shock of your life.
Better is to discuss about the change that you wish to bring in the organization among the peers, managers and all related teams. Brain storm with them and find the pros and con's for the same and then start implementing.
At least spend a week's time in discussions. Document and analyze the feedback and then implement it
Good Luck
Kumar
From India, Hyderabad
Dont make the change a revolution and get a shock of your life.
Better is to discuss about the change that you wish to bring in the organization among the peers, managers and all related teams. Brain storm with them and find the pros and con's for the same and then start implementing.
At least spend a week's time in discussions. Document and analyze the feedback and then implement it
Good Luck
Kumar
From India, Hyderabad
I have outlined a structured organizational change process at http://www.businessperform.com/html/...ent_model.html
In my CHANGE Model, I describe a six step process around these key areas:
Create tension - Articulate why change needs to happen and why it needs to happen within the planned timeframe.
Harness support - Get on board the key decision-makers, resource holders and those impacted by the change.
Articulate goals - Define in specific and measurable terms the desired organizational outcomes.
Nominate roles - Assign responsibility to specific individuals for the various tasks and outcomes.
Grow capability - Build organizational systems and people competencies necessary for affecting the change.
Entrench changes - Institutionalize the change to make it “the way we do things around here”.
I have a change management workbook on our website at http://www.businessperform.com/html/...ng_change.html that allows you to work through these six steps.
There is a lot of practical info on organizational change management in the change management section of our web site at http://www.businessperform.com/html/...anagement.html
I hope this helps.
Les Allan
Author: Managing Change in the Workplace
http://www.businessperform.com
From Australia, Glen Waverley
In my CHANGE Model, I describe a six step process around these key areas:
Create tension - Articulate why change needs to happen and why it needs to happen within the planned timeframe.
Harness support - Get on board the key decision-makers, resource holders and those impacted by the change.
Articulate goals - Define in specific and measurable terms the desired organizational outcomes.
Nominate roles - Assign responsibility to specific individuals for the various tasks and outcomes.
Grow capability - Build organizational systems and people competencies necessary for affecting the change.
Entrench changes - Institutionalize the change to make it “the way we do things around here”.
I have a change management workbook on our website at http://www.businessperform.com/html/...ng_change.html that allows you to work through these six steps.
There is a lot of practical info on organizational change management in the change management section of our web site at http://www.businessperform.com/html/...anagement.html
I hope this helps.
Les Allan
Author: Managing Change in the Workplace
http://www.businessperform.com
From Australia, Glen Waverley
hi!!!!
Can anyone tell me something abt the project- role of HR in change management..
am doin a project on this topic for a bank...
please tell as to what all things to cover in this topic?
will like help...
thanks
ankita...
From India, Mumbai
Can anyone tell me something abt the project- role of HR in change management..
am doin a project on this topic for a bank...
please tell as to what all things to cover in this topic?
will like help...
thanks
ankita...
From India, Mumbai
Hi Allan,
Thanks for your suggestion. It has helped me a lot to give a structure to change proposed in our company. I have managed to develop a step-wise procedure in accordance to our company, it is near its completion.
I would like to share it with you on completion for further guidance & suggestion. Can i get any mode for communication between us.
Thanks
Sajid
From India, Delhi
Thanks for your suggestion. It has helped me a lot to give a structure to change proposed in our company. I have managed to develop a step-wise procedure in accordance to our company, it is near its completion.
I would like to share it with you on completion for further guidance & suggestion. Can i get any mode for communication between us.
Thanks
Sajid
From India, Delhi
Hi Ankita,
A change in simple words means making things different. From* organizational viewpoint, it means changing the business models, strategies, policies, processes, human resource practices and so on. Role of HR in any Change manangment can be considered as a very wide by nature.
Take for example the change in past : Automation of Bank
Roles of HR come in following Areas where they need to minimise the chances of faliure on working out the below area.
Resistance from the employee
Fear of uncertainity : What will happen next if it fails ?
Fear of Extintion : Will there be chances of loss of job ?
Change in of Status Quo. : How will the comfort level change on its implementation ?
Fear of personal loss - money or freedom : Will it in any way impact on my
compensation ?
Training : How difficult is to learn & work in new system ?
These are the areas which I feel HR should closely work on, to minimise the resistance from the human resource, whenever there is any sort of change .
I hope this will help you.
Thanks
Sajid
From India, Delhi
A change in simple words means making things different. From* organizational viewpoint, it means changing the business models, strategies, policies, processes, human resource practices and so on. Role of HR in any Change manangment can be considered as a very wide by nature.
Take for example the change in past : Automation of Bank
Roles of HR come in following Areas where they need to minimise the chances of faliure on working out the below area.
Resistance from the employee
Fear of uncertainity : What will happen next if it fails ?
Fear of Extintion : Will there be chances of loss of job ?
Change in of Status Quo. : How will the comfort level change on its implementation ?
Fear of personal loss - money or freedom : Will it in any way impact on my
compensation ?
Training : How difficult is to learn & work in new system ?
These are the areas which I feel HR should closely work on, to minimise the resistance from the human resource, whenever there is any sort of change .
I hope this will help you.
Thanks
Sajid
From India, Delhi
Hi Sajid,
Here are the steps in Change management.
1. Create a sense of urgency to deal with a difficult problem.
2. Put a carefully selected group in-charge of guiding the change.
3. Find a sensible vision of a better future.
4. Communicate the vision so that other will understand and accept it.
5. Remove as many obstacles to action as is practical.
6. Create some sort of success quickly.
7. Never let up until the new way of life is firmly established.
8. Finally, ensure that the changes will not be overcome by stubborn, hard-to-die traditions.
Regards
pavan
From India, Bangalore
Here are the steps in Change management.
1. Create a sense of urgency to deal with a difficult problem.
2. Put a carefully selected group in-charge of guiding the change.
3. Find a sensible vision of a better future.
4. Communicate the vision so that other will understand and accept it.
5. Remove as many obstacles to action as is practical.
6. Create some sort of success quickly.
7. Never let up until the new way of life is firmly established.
8. Finally, ensure that the changes will not be overcome by stubborn, hard-to-die traditions.
Regards
pavan
From India, Bangalore
hi Sajid
thaks for the input....it was helpful...
i planning to study the role of HR played in the bank.also i want to see hw the employees r managing the changes implemented and hw open they r now to any more changes after experiencing everything...am planning to do it by questionnaire an by takin interviews..wat do u think abt it?...and can u tell me some of the parameters which will help me make an effective questionnaire....
thanks regards
ankita.
From India, Mumbai
thaks for the input....it was helpful...
i planning to study the role of HR played in the bank.also i want to see hw the employees r managing the changes implemented and hw open they r now to any more changes after experiencing everything...am planning to do it by questionnaire an by takin interviews..wat do u think abt it?...and can u tell me some of the parameters which will help me make an effective questionnaire....
thanks regards
ankita.
From India, Mumbai
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Our Iceberg is melting -8 Step Process for Successful Change - 2010.pdf
Change Management Process Flow.doc