Change Management 101
Did you know an organization could lose up to 35 cents on the dollar for an ineffective change management process? That number will have a big impact on the bottom line. However, many organizations and HR professionals don’t fully understand what change management is and how to apply best practices during a significant organizational shift or even a departmental transformation.
This course not only focuses on what Change Management is but also HR’s role in moving forward with its implementation. The material will also identify other roles, how to deal with resistance and give an overview of the Change Management process from start to finish.
A great greek philosopher once said, “The only thing that is constant, is change.” Move your workforce forward and learn how best to take your team from an old to new state by being a champion of change!
HR Jetpack is recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CP or SHRM-SCP. This program is valid for 1.0 PDCs for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit shrmcertification.org.
This activity, has been approved for 1.0 HR (Business) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
The use of the HRCI seal confirms that this activity has met HR Certification Institute's® (HRCI®) criteria for recertification credit pre-approval.
Module: The Process
The third stage is called Refreeze. There is no time-frame for when this stage occurs; depending on the scope and complexity of the Change initiative, this will determine when the organization is ready to refreeze. A tell-tale sign is what we spoke about before people’s adaption, but there are other tell-tale signs also, but it depends on what the Change initiative is. It is at this stage where employees (yourself included) will feel a sense of stability which in turn should negate feelings of insecurity, and will foster a culture of success.
A bonus associated with this stage is that you get to create a rewards system, this can come in any form you like but do something that says thank you to the employees with an acknowledgement of the disruption that they have been through.
And remember, do not stop investing time and resources into continuous training and education, which will help the employees understand what their new roles are, and that will help them adapt to the new processes and systems.
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With nearly two decades in the Human Resources field, Hayley is a subject matter expert with a specialty in workplace planning and development, employee relations, organizational development, and talent acquisition. In addition, Hayley has partnered with C-Suite individuals who are in transition, and who have needed coaching and assistance relating to taking the next step...