Hrm 4 B Change & Development

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Course on HRM (7 parts)

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Hrm 4 B Change & Development

  1. 1. HRM Change and Development
  2. 2. HRM concepts & tools Separation & outplacement Performance Management Recruitment & Selection Strategic HRM planning Change & Development <ul><li>Development: </li></ul><ul><li>Knowledge Management </li></ul><ul><li>Education </li></ul><ul><li>Competence Management </li></ul><ul><li>Teambuilding </li></ul><ul><li>Change: </li></ul><ul><li>Change Management </li></ul><ul><li>Improvement </li></ul><ul><li>Innovation </li></ul><ul><li>Transformation </li></ul><ul><li>Resistance </li></ul>
  3. 3. Change & Change Management Change Management Change Manager Cultural & Environmental Economical & Technological Social & Political Organizational & Personal change
  4. 4. Change: Types of environment <ul><li>Stable </li></ul><ul><ul><li>Social & political </li></ul></ul><ul><li>Simple </li></ul><ul><ul><li>Technological </li></ul></ul><ul><li>Changing </li></ul><ul><ul><li>Cultural </li></ul></ul><ul><li>Complex </li></ul><ul><ul><li>Environmental </li></ul></ul>
  5. 5. Types of change <ul><li>Growth & development (routine) </li></ul><ul><ul><li>Scale </li></ul></ul><ul><ul><li>‘ More of the same’ </li></ul></ul><ul><li>Improvement: changing ‘How?’ </li></ul><ul><ul><li>Better & smart </li></ul></ul><ul><li>New things: changing ‘What?’ </li></ul><ul><ul><li>Products </li></ul></ul><ul><ul><li>Markets </li></ul></ul><ul><ul><li>Goals </li></ul></ul><ul><li>Transformation: changing ‘Why?’ </li></ul><ul><ul><li>Vision & values & meaning </li></ul></ul>
  6. 6. Organizational change <ul><li>Strategic (SWOT): effective </li></ul><ul><ul><li>New visions, values and missions </li></ul></ul><ul><ul><li>New coalitions: alliances / joint venture </li></ul></ul><ul><ul><li>New goals & markets & products </li></ul></ul><ul><li>Structural: efficient </li></ul><ul><ul><li>Lean & mean; improvements in production </li></ul></ul><ul><ul><li>New production technologies </li></ul></ul><ul><ul><li>Systems; Balanced Score Card </li></ul></ul><ul><li>Cultural: flexible & creative </li></ul><ul><ul><li>New skills / attitudes / competence </li></ul></ul><ul><ul><li>New cultures </li></ul></ul>
  7. 7. Organizational change: 7S model ‘ Best practices’
  8. 8. Personal change <ul><li>Personal values </li></ul><ul><li>Employee participation </li></ul><ul><li>Intercultural aspects </li></ul><ul><li>Career </li></ul><ul><li>Aging </li></ul><ul><li>Life-changes </li></ul><ul><li>Choices & Chance </li></ul><ul><li>Education & Competence </li></ul><ul><li>(Dis-)abilities </li></ul>
  9. 9. Change Management Making ‘elephants’ and ‘icebergs’ move & dance
  10. 10. Change Management Organizational & Personal
  11. 11. Change Management ‘Organizational’ <ul><li>‘ Steps & phases’ </li></ul><ul><li>‘ Chaos’ </li></ul><ul><li>Awareness: - & + / conference </li></ul><ul><li>Diagnose: SWOT & Fishbone diagram </li></ul><ul><li>Design: Creativity: Brainstorm </li></ul><ul><li>Decision-making & Commitment: PDCA </li></ul><ul><li>Implementation </li></ul><ul><li>Evaluation: Process & Result </li></ul><ul><li>Lewin: Unfreezing > Moving > Refreezing </li></ul>
  12. 12. Change Management Diagnose: Balanced Score Card
  13. 13. Change Management Diagnose: Fishbone diagram <ul><li>Ishikawa: Causes & Effects Diagram </li></ul>
  14. 14. Change Management Design: Brainstorming
  15. 15. Brainstorming
  16. 16. Change Management Decide & Implement: PDCA
  17. 17. Change Management ‘Personal’ Resistance
  18. 18. Change Management ‘fear of change’ <ul><li>‘ Habit’ / Attitude </li></ul><ul><li>Fear of the unknown </li></ul><ul><li>Conflicting roles </li></ul><ul><li>Conflicting needs & interests </li></ul><ul><li>Uncertainty: skills & competence </li></ul><ul><li>Comfort zone </li></ul><ul><li>Character </li></ul><ul><li>Wiifm: what’s in it for me? </li></ul><ul><li>Win > < Lose? </li></ul>
  19. 19. Change Management Resistance: S-Curve 1. Change 2. Denial 7. + Experience 4. Anger / Resistance 3. Bargain 6. Experiments 5. Depression 8. Integration c o m p e t e n c e / m o r a l < Time > Inform / communicate emotional support train consolidate
  20. 20. Change Management Resistance: S-Curve
  21. 21. Change Management John Kotter: Change phases <ul><li>Establish a sense of urgency </li></ul><ul><li>Create a coalition </li></ul><ul><li>Develop a clear vision </li></ul><ul><li>Share the vision </li></ul><ul><li>Empower people to clear obstacles </li></ul><ul><li>Secure short-term profits </li></ul><ul><li>Consolidate and keep moving </li></ul><ul><li>Anchor the change </li></ul>
  22. 22. Change Management ‘Managing icebergs’
  23. 23. Change management ‘ The Change Manager’ <ul><li>Passion / Vision / Holder of values </li></ul><ul><li>Charisma </li></ul><ul><li>Endurance / Willing to learn </li></ul><ul><li>Creativity / Humor / Innovative </li></ul><ul><li>Intellectual drive and Knowledge </li></ul><ul><li>Confidence and Humility combined </li></ul><ul><li>Empathic communicator </li></ul><ul><li>Planner / Organizer </li></ul><ul><li>Interpersonal skills </li></ul><ul><li>Business Skills </li></ul><ul><li>>> Transformational leadership </li></ul>

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