Download - Hrm change management
Change Management is the process, tools and techniques to manage
the changes in processes and technological implementation.
to achieve the required outcomes, and to realize the change effectively
within functional domains and enterprise wide systems.
Only if organizations and individuals within organizations learn, they
will able to master a positive change.
Change is happening everywhere. Every time it’s speed and
complexity are increasing.
INTRODUCTION TO CHANGE
MANAGEMENT
DEFINITION:
Change management is a
structured approach to
transitioning individuals,
teams, and organizations from
a current state to a desired..
Change management is the process of developing a
planned approach to change in an organization.
It is the practice of administering changes with the help
of tested methods and techniques.
WHAT IS CHANGE MANAGEMENT ?
Change management can be conducted on a continuous
basis, on a regular schedule.
It’s most common uses are in information technology
management, strategic management, and process
management.
Attitudes towards change result from a complex interplay of emotions
and cognitive processes.
change is seen as to opportunity, progress, innovation, and growth.
But Change can also be seen as upheaval, unpredictability, threat, and
disorientation.
STAGES OF CHANGE PROCESS
An individual's attitude toward a change tends to evolve as they become
more familiar with it.
It is management's job to create an environment in which people can go
through these stages as quickly as possible,
gradually evolving into a program that supports compliance,
acceptance, and internalization.
A formal approach for managing change - beginning with the leadership
team and then engaging key stakeholders and leaders
should be developed early, and adapted often as change moves through
the organization.
Communications flow in targeted to provide employees the right
information at the right time and to Implement their input and feedback.
PRINCIPLES OF CHANGE
MANAGEMENT
Prepare for the unexpected- “Effectively managing change requires
continual reassessment .
its impact and the organization’s willingness and ability to adopt the
next wave of transformation.
Involve every layer- transformation programs complete from
defining strategy and setting targets to design and implementation
TYPES OF CHANGE
MANAGEMENT
There Are TWO Main Types of
Change Management :-
Development Change
Transitional change
1) Development Change :-
Developmental change applies When recognize a situation that doesn’t
need to be eradicated completely but needs improvement.
The human resources department needs to find a better way to monitor
employee hours.
Sometime you find the right answer by making a simple modification
by this the change you desire of impact on the entire workforce.
Transitional change-
Transitional changes Happens when you are attempting to introduce a
new phase to the organization.
You may be adding a new department or procedure or you may be doing
something as simple as moving your organization to a new building.
it is important to keep a tight eye on your employees for a specified and
controlled period of time.
identify trends in the macro environment.
what change will likely have on employee behaviour patterns, work
processes, technological requirements, and motivation.
Management must assess what employee reactions will be and craft a
change program.
It Have to organization, monitored for effectiveness, and adjusted where
necessary.
MANAGEMENT'S ROLE
In general terms, a change program should key of success.
Describe the change process to all people involved and explain the reasons
why the changes are occurring.
The information should be complete, unbiased, reliable, transparent, and
timely.
Provide support to employees as they deal with the change, and wherever
possible involve the employees directly in the change process itself.
Managing change requires flexibility,
good planning, an effective decision
making system and an efficient
management information system, as well
as effective communication systems and
channels.
CONCLUSION