Driving HR initiatives

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Information about Driving HR initiatives

Published on February 14, 2007

Author: gautam

Source: slideshare.net

Description

Change Management and HR

Driving HR Initiatives Gautam Ghosh Mehjabeen Shalam Vibha Rai 31 st July , 2006

“support function” / “cost center” / “bureaucratic drag” or …

Are you “Rock Stars of the Age of Talent” - Tom Peters

Role of HR

HR has 4 roles and 16 accountabilities (extended from the dave ulrich model, used with permission from Rich Vosburgh, PhD) people processes future/strategic focus operational focus strategic partner strategic hr planning hr as business partner culture and image change agent staffing organizational design survey action planning performance measurement training and development employee relations expert employee relations labor relations safety & workers’ compensation diversity and eeo administrative expert compensation benefits hr information systems compliance

strategic partner

strategic hr planning

hr as business partner

culture and image

change agent

staffing

organizational design

survey action planning

performance measurement

training and development

employee relations expert

employee relations

labor relations

safety & workers’ compensation

diversity and eeo

administrative expert

compensation

benefits

hr information systems

compliance

Change Management Phases

Project Implementation / Change Management Alignment Identifying Change Business Blueprint Gap Analysis Determine Business Requirements & Process Monitoring Change Go Live / Support Status Support/Audit Follow-up Training Initiate Change Final Preparation Execution Training Realization Preparing For Change Action Plans Configuration Development Business Process Areas of Change Management Business Process Change Roles & Responsibilities Competency Skills Computerization/ Automation Changes Change Tasks Change Model Implementation Phases Implementation Tasks

Change Management Process Model Develop Vision Select Change Champions I Identifying need for change Stakeholder Analysis Create Awareness Build Support Develop Change Plan II Preparing for Change Communicate Changes Implement Change Help People Adjust III Initiating Change Communications, Consistency Continuous Improvement Plan IV Maintaining Change

Cautions Imposing your own values/judgments Beware of negative responses Compliance v/s informed choice

Imposing your own values/judgments

Beware of negative responses

Compliance v/s informed choice

The process of change Behaviors Knowledge Attitudes Values and Beliefs

Behaviors

Knowledge

Attitudes

Values and Beliefs

Theorists of Change Kurt Lewin force field analysis E.H. Schein general change model R. Havelock theory of change J Prochaska model of change C. DiClementi

Kurt Lewin force field analysis

E.H. Schein general change model

R. Havelock theory of change

J Prochaska model of change

C. DiClementi

Target Promoting Change Helping forces Hindering forces Force Field Analysis Required direction

General Change Model E.H. Schein

Unfreezing Changing Re-freezing Disconfirming forces Psychological safety Acquire new information single model scanning Personality/culture integration Confirmation Reinforcement A Model of Planned Change Schein 1972

single model

scanning

Theory of Change R. Havelock

In order for change to be successful and lasting, different strategies need to be used in different circumstances

The process of change Precontemplation Client sees no problem Premature way out Contemplation Weighing up pro’s & Cons of changing Success Active Changes Putting decisions into practice Maintenance Actively maintaining change Relapse Return to previous patterns of behavior Start

Precontemplation Motivation People are motivated to change when they: become aware of the need experience physical, psychological, spiritual discomfort feel powerful & in control have a sense of purpose

Motivation

People are motivated to change when they:

become aware of the need

experience physical, psychological, spiritual discomfort

feel powerful & in control

have a sense of purpose

Contemplation Preparing to change Clarification force field analysis (listing and weighing up pros and cons) cost/benefit analysis self monitoring diaries questionnaires discussions Consequences alternative outcomes groundwork for successful re-freezing Set Aims and Objectives

Clarification

force field analysis

(listing and weighing up pros and cons)

cost/benefit analysis

self monitoring

diaries

questionnaires

discussions

Consequences

alternative outcomes

groundwork for successful re-freezing

Set Aims and Objectives

Active Change Reorganize patterns of behaviour Find substitutes Cue - reminders Engineer success Activate reinforcers Use support Take one day at a time

Reorganize patterns of behaviour

Find substitutes

Cue - reminders

Engineer success

Activate reinforcers

Use support

Take one day at a time

Maintenance All of the above and then some!

All of the above and then some!

Relapse Targets too high? Rewards too far away? Unforeseen crisis Quality of support Coping with negative consequences (eg: anxiety)

Targets too high?

Rewards too far away?

Unforeseen crisis

Quality of support

Coping with negative consequences

(eg: anxiety)

Evaluation of Change Specific, measurable goals / objectives Measure incremental change Use valid tools that are sensitive to change

Specific, measurable goals / objectives

Measure incremental change

Use valid tools that are sensitive to change

 

 

 

 

 

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