Personnel change management

PROFESSIOnAl change management

By:Imran Haroon Bme/612Fayaz Ahmed Bme/803

Ahsan Sethi Bm/880Rabiya Riyaz Bm/985

Mubashir Sattar Bme/806

Humaira Ali Bme/752

◦ Change will not come if we wait for some other person or some other time. We are the ones we've been waiting for. We are the change that we seek.  - Barack Obama

Professional Change Management

By: Imran

Haroon

Introduction to Professional Change Management

Change Management is a systematic approach to dealing with change, both from perspective of an organization and on the individual level.

Change management is the process, tools and techniques to manage the people-side of business change to achieve the required business outcome, and to realize that business change effectively within the social infrastructure of the workplace.

 CHANGE MANAGEMENT

ROLES IN CHANGE MANAGEMENT

  Requirements for Change Management

Awareness Desire` Knowledge Ability Reinforcement

By: Ahsan Sethi

History of Professional Change Management

THE CONVERGENCE OF TWO FIELDS OF THOUGHT

by:by:

Fayaz

Ahmed

Theories Of Professional Change Management

Managers have to look at change management models and judge when change is needed and also adapt to changes of their organization. Therefore, change management is an essential skill for the modern manager.

However, one change management theory is that real and lasting change

cannot be achieved without a radical change in the management itself.

THEORIES

change management plays an important role in an organization. This allows the organization to give a reactive or a proactive response to the changes that happen internally or externally. Knowing the change management and its process would help an organization and it s processes to be stable.

Theory by Robert Heller

As John Kotter theory of transformational change notes, buying into change must include forward thinking. Change is an integral part of business operations to sustain profitability. If the momentum of the Kotter management model stalls at any stage, a sense of urgency can jump-start the process again. Kotter change management teaches that credible and competent leadership is able to convince the staff that change is valuable, practical and necessary.

Theory by JOHN KOTTER

By: Mubashir

Sattar

Change Management Perspectives and Strategies

INDIVIDUAL CHANGE MANAGEMENT

Understanding how one person makes a change successfully

Individual change management is the management of change from the perspective of the employees. They are the ones who ultimately must implement the change. The focus here is around the tools and techniques to help an employee transition through the change process

CHANGE MANAGEMENT PERSPECTIVES

ORGANIZATIONAL CHANGE MANAGEMENT

Understanding what tools we have to help individuals make changes successfully

Tools like communication and training are often the only activities when no structured approach is applied. When there is an organizational change management perspective, a process emerges for how to scale change management activities and how to use the complete set of tools available for project leaders and business managers.

Change Management Perspective

Change Management Strategy elements

Situational awareness - understand the change and who is impacted

Supporting structures - team and sponsor structures

Strategy analysis - risks, resistance and special tactics

Professional Change management Strategies

Change management plans Situational awareness Supporting structure Strategy analysis >drives> Communication plan Sponsorship roadmap Coaching plan Training plan Resistance management plan Reinforcement planning

Change management strategy

Change Management Plan

Change Management Strategy

Situational awareness Supporting structure Strategy analysis

>drives>>>

Communication plan Sponsorship roadmap Coaching plan Training plan Resistance

management plan Reinforcement

planning

by:Rabiya Riyaz

Example of Professional Change Management

When the flexible concept of HRM emerged in the 1980s, in the times of

Thatcherism and Reaganomics, it “could not help but look more

desirable than personnel management” (Hope-Hailey).

From Personnel Management to Human Resource Management

HRM-type themes, including 'human capital theory' and 'human asset accounting' can be found in literature dating as far back as the 1970s. But the modern view of human resource management first gained prominence in 1981 with its introduction on the prestigious MBA course at Harvard Business School. The Harvard MBA provided a blueprint for many other courses throughout North America and the rest of the world, making its interpretation of HRM particularly influential

These ideas spread to other countries in the 1980s and 1990s, particularly Australia, New Zealand, parts of northern Europe - especially the UK, Ireland and Scandinavia - and also South and South-East Asia and South Africa. Today, the HRM approach is influential in many parts of the world.

Occurence of Change

the difference can be described as philosophical. Personnel management is more administrative in nature, dealing with payroll, complying with employment law, and handling related tasks. Human resources, on the other hand, is responsible for managing a workforce as one of the primary resources that contributes to the success of an organization.

human resources is described as much broader in scope than personnel management. Human resources is said to incorporate and develop personnel management tasks, while seeking to create and develop teams of workers for the benefit of the organization. A primary goal of human resources is to enable employees to work to a maximum level of efficiency.

Difference between PM and HRM

Difference Between PM and HRMPersonnel Management Human Resource Management

more administrative in nature, dealing with payroll, complying with employment law, and handling related tasks

include administrative tasks that are both traditional and routine

employee satisfaction provides the motivation necessary to improve job performance

responsible for managing a workforce as one of the primary resources that contributes to the success of an organization.

involves ongoing strategies to manage and develop

Human resource management holds that improved performance leads to employee satisfaction.

With human resources, work groups, effective strategies for meeting challenges, and job creativity are seen as the primary motivators.

By: Humaira Ali

CONCLUSION

The biggest room in the world is the room for improvement.

Professional change management is a required

competency in business today. The shift in the core values of employees to empowerment, ownership, and accountability has created a work force that will embrace change as long as they are part of the process. With the introduction of today’s new business values, employee resistance should be expected. In the absence of change management, this resistance can cripple a business change.

CONCLUSION