Scribd Logo
Upload

Welcome to Scribd!

  • 13 views

    Change Mangement

    Uploaded by

    Prasad AVGV
    The document discusses change management and defines it as a systematic approach to dealing with change from both an organizational and individual perspective. It then defines organizational change as an alteration in an organization's environment, structure, culture, technology, or people. The document outlines various forces for change including external forces like regulations and internal forces like strategy modifications. It then details a 5-step change management process involving identifying the change, details, approach, implementation, and review. Key factors to consider are people, processes, and tools to effectively manage change.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Flag for inappropriate content

    You might also like

    Change Mangement

    Uploaded by

    Prasad AVGV
    13 views19 pages
    The document discusses change management and defines it as a systematic approach to dealing with change from both an organizational and individual perspective. It then defines organizational change as an alteration in an organization's environment, structure, culture, technology, or people. The document outlines various forces for change including external forces like regulations and internal forces like strategy modifications. It then details a 5-step change management process involving identifying the change, details, approach, implementation, and review. Key factors to consider are people, processes, and tools to effectively manage change.

    Original Description:

    Copyright

    © © All Rights Reserved

    Available Formats

    PPTX, PDF, TXT or read online from Scribd

    Did you find this document useful?

    Is this content inappropriate?

    Report this Document
    The document discusses change management and defines it as a systematic approach to dealing with change from both an organizational and individual perspective. It then defines organizational change as an alteration in an organization's environment, structure, culture, technology, or people. The document outlines various forces for change including external forces like regulations and internal forces like strategy modifications. It then details a 5-step change management process involving identifying the change, details, approach, implementation, and review. Key factors to consider are people, processes, and tools to effectively manage change.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Flag for inappropriate content
    Download as pptx, pdf, or txt
    13 views19 pages

    Change Mangement

    Uploaded by

    Prasad AVGV
    The document discusses change management and defines it as a systematic approach to dealing with change from both an organizational and individual perspective. It then defines organizational change as an alteration in an organization's environment, structure, culture, technology, or people. The document outlines various forces for change including external forces like regulations and internal forces like strategy modifications. It then details a 5-step change management process involving identifying the change, details, approach, implementation, and review. Key factors to consider are people, processes, and tools to effectively manage change.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Flag for inappropriate content
    Download as pptx, pdf, or txt
    of 19

    QA-143-2 Greentech Industries (India) Pvt. Ltd. 01.01.

    2016
    What is Change Management?
    • Change management is a systematic approach to
    dealing with change both from the perspective of an
    organization and the individual.

    Change

    Change Change

    Change
    QA-143-2 Greentech Industries (India) Pvt. Ltd. 01.01.2016
    What is Organizational Change?
    An alteration of an organization’s environment, structure,
    culture, technology, or people
    A constant force
    An organizational requirement
    An opportunity or a threat
    Change agent
    A person / team who initiates and assumes the re-
    sponsibility for managing a change in an organization

    QA-143-2 Greentech Industries (India) Pvt. Ltd. 01.01.2016


    Forces for Change

    External Forces Internal Forces


    Local Laws and regulations Strategy modifications

    New technologies New equipment


    Labor market shifts New processes
    Business cycles Workforce composition
    Social change Job restructuring
    Compensation and
    benefits
    Labor surpluses and
    shortages
    Employee attitude

    QA-143-2 Greentech Industries (India) Pvt. Ltd. 01.01.2016


    Change Management Process

    Greentech Industries (India) Pvt. Ltd. 01.01.2016


    Greentech Industries (India) Pvt. Ltd. 01.01.2016 QA-143-2
    Step 5
    • Monitor
    Step 4
    • Implement
    Step 3
    • Identify the approach
    Step 2
    • Identify the details
    Step 1
    • Identify the change
    Change Management Evolution Process
    Step 1- Identify the change
    • Type of change
    • Reason for change
    • Scope
    • Current state
    • Future state
    • Concepts
    • Organization readiness

    QA-143-2 Greentech Industries (India) Pvt. Ltd. 01.01.2016


    Step 2- Identify the details
    • Process change requirements
    • Technology requirements
    • Training Requiremnts
    • People
    • Behavior change required
    • Information tools
    • Estimate the Cost of change
    • Risk assessment
    • Preparedness to overcome resistence

    QA-143-2 Greentech Industries (India) Pvt. Ltd. 01.01.2016


    Step 3- Identify the approach
    • Confidence Role of CM team
    • Find Meetings requirement
    • Identifying supply sources
    • Mandate the change
    • Communicate the positive
    • Longrun approach for total achievement

    QA-143-2 Greentech Industries (India) Pvt. Ltd. 01.01.2016


    Step 4- Implement
    • Action plan
    • Communication plan
    • Training plan
    • Resistance plan
    • Readiness review
    • Escalation process
    • Stick to proposal
    • Dare to implement
    • Develop Risk finding indicators
    • Leading with proofs of success

    QA-143-2 Greentech Industries (India) Pvt. Ltd. 01.01.2016


    Step 5- Review
    • KPI Reporting
    • Sensing (Behavior)
    • Progress balance sheet
    • Key notes for future actions
    • Management Review
    • Acknowledge pro and corns
    • Future approach

    QA-143-2 Greentech Industries (India) Pvt. Ltd. 01.01.2016


    Change Management Strategies

    • Communication
    • Leadership Engagement
    • Organizational alignment
    • Change readiness and sustainment
    • Vision and value definition
    • Training and Support

    What - Why - When - How


    Vision - Goal - Plan - Preparation- Design - Communication -
    Implement - Evaluate

    QA-143-2 Greentech Industries (India) Pvt. Ltd. 01.01.2016


    Change Management Model

    QA-143-2 Greentech Industries (India) Pvt. Ltd. 01.01.2016


    Important factors to consider

    • People
    • Process
    • Tools

    QA-143-2 Greentech Industries (India) Pvt. Ltd. 01.01.2016


    People
     The important factor in change management
     Adopt suitable strategy
     Change to accept the change
     Win the minds of the people
     Show the success examples
     Reward effors along with the results

    QA-143-2 Greentech Industries (India) Pvt. Ltd. 01.01.2016


    Process
    • Design the process
    • Deligate the responsibility
    • Keep longrun changes in view
    • Dedicate to progress
    • Ensure Continuous improvement
    • Establish incident tracking
    • Evaluate time to time to continue

    QA-143-2 Greentech Industries (India) Pvt. Ltd. 01.01.2016


    Tools
    • Identify proper tools
    • Inspect before apply
    • Keep alternative tools
    • Keep long vision in view
    • Effectiveness of tools to track
    • Keep the process in track

    QA-143-2 Greentech Industries (India) Pvt. Ltd. 01.01.2016


    Conclusion
    If you focus on results, you will never change,
    If you focus on change, you will get results.

    Without change there is no innovation,


    creativity or incentive for improvement. Those
    who initiate change will have a better
    opportunity to manage the change that is
    inevitable.

    QA-143-2 Greentech Industries (India) Pvt. Ltd. 01.01.2016


    Thank You

    QA-143-2 Greentech Industries (India) Pvt. Ltd. 01.01.2016

    You might also like