CHANGE MANAGEMENT

Module 1
 Module outline
• NATURE OF CHANGE
1.1 Necessity for Change,
• Factors affecting change,
• Organizational Factors affected by change,
• Impact of change on Structure,
• Communicative patterns and human relations
1.2 Human Resources Development (HRD)
Management of change and
organization development
 Change
• Change is “To make or become different, give
or begin to have a different form”

• It is a structured approach to shift the

individuals, teams and organization from a
current stage to a desired future stage
 Introduction
• Facts of life about change:
– It is everywhere
– It is constant
– Its pace is accelerating

• Organizations must decide:

– Not whether to change
– But when and how to do it

• Convincing employees of need for change is

difficult to do
• The nature of change:
– Effects are widespread
– Human and technical problems
– Managers have proactive and reactive roles
 Effective management of the people dimension
of change requires managing five key phases:
1.Awareness of the need for change
2.Desire to make the change happen
3.Knowledge about how to change
4.Ability to implement new skills and behaviors
5.Reinforcement to retain the change once it has
been made
 Planned and unplanned change
• Planned change is systematic and relatively
controlled
change in goals & operating philosophy to
improve the ability of the organization to
adapt to the changes in the environment.
• Unplanned change is unforeseen.
“Unplanned change usually occurs because of
a major, sudden surprise to the organization. 
This causes its members to respond in a highly
reactive and disorganized fashion.”
 Factors affecting change
• Internal forces
• External forces
 Internal forces
• Change in the top management
• Change in size of the organization
• Performance gaps
• Employee needs and values
• Deficiency in existing organization
 External forces
• Globalization and government policies
• Political factors
• Technological changes
• Changing customer needs and preferences
• Economic factors
 Impact of change on HR
• Technical changes in the society
• Organizational changes
• Demographic changes
• Shortage of skill due to labour turnover
• Multicultural workforce
• Pressure groups
• Employment
 Human Resources Development (HRD)

• According to the American Society of Training

and Development (ASTD), HRD is the
integrated use of training and development,
organizational development, and career
development to improve individual group, and
organizational effectiveness.
• Training is a learning activity provided by
employers to employees, to help them perform,
their current jobs more efficiently
• Education focuses on learning designed to
prepare an individual for a job different than
the one currently held
• Development focuses on providing knowledge
or skills within a specified area, but is not
necessarily job related.
Goals of human resource development

1. Access to organization proficiency.

2. Increasing quality and efficiency.
3. Promotion in growth and individual
development.
4. Integrating people into business.
It is worthy noted that goals must be according
to organization's goals and missions.
 Basic functions to HRD
• Organization development
• Career development
• Training and development
Human Resource Development Process

• Phase 1: the HRD needs assessment

• Phase 2: Design
Phase 3: training / implementation
• Phase 4: evaluation
 Design
• Selecting the specific objectives of the program.
• Developing an appropriate lesson plan for the
program.
• Developing or acquiring the appropriate materials.
• Determining who will deliver the program.
• Selecting the most appropriate method or methods
to conduct the program.
• Scheduling the program.
 Purpose of evaluation
• Determine whether a HRD program is accomplishing its objectives;
• Identify its strengths and weaknesses;
• Determine its cost-benefit ratio;
• Decide who should participate in future HRD programs;
• Identify which participants benefited the most or leased from the
program;
• Reinforce major points to be made to the participants;
• Gather data to assist in marketing future programs;
• Determine if the program was appropriate;
• Establish a database to assist management in making decisions
Thank You