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HR in Change Management Growth from Personnel Manager to Strategic Business Partner. Ferry de Jong, April 2014 PIM*, Progressive Interim Management. Ferry de Jong (1973 ). Education Business Communications Business Science Psychology Working experience till 2008 - PowerPoint PPT Presentation
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HR in Change ManagementGrowth from Personnel Manager to Strategic Business Partner
Ferry de Jong, April 2014PIM*, Progressive Interim Management
Ferry de Jong (1973)• Education • Business Communications• Business Science• Psychology
• Working experience till 2008• Capgemini, Avery Dennison, TNT Post, TNT Express
• Independent Consultant (2008-present)- PIM*• Interim Change Projects• Counseling• Lecturer at universities
• Volunteer worker
Culture Change Programmes
• TNT Head Office
• TATA Steel Manufacturing
• Sanquin Blood Supply
Dilemma’s in most Change Programmes
• Top- Down• Knowledge• Not a clear focus, where does this lead to• Empowerment• Responsibility
Image of the programme
• Fuzzy• Not Transparant• No leadership• Bad communication• Workers are not being heard• Any contribution is not appreciated• No cooperation between project and employees
Result
• Denial of the change needs and actions taken• Strong opposition, blocking any change• Negative atmosphere
HR service offering in change• Business Partnership• Empower the full staff, not only management• Listen and cover important needs bottom up/top down• Be trustful• Sparring partner for all employees• Consult in the process, not take the responsibility
HR position
“Oil in the machine” of change programmes
HR requirement• Proactive• Management understanding and have the big
picture• Be the generalist, not specialist• Connectors• Part of the management team• Visibilty• Great communicators• Be selective!
Thanks for your time!Questions?