{"id":266,"date":"2006-01-30T01:00:04","date_gmt":"2006-01-30T09:00:04","guid":{"rendered":"https:\/\/systematichr.com\/?p=266"},"modified":"2006-01-02T20:59:18","modified_gmt":"2006-01-03T04:59:18","slug":"hr-2006-part-3-change-management","status":"publish","type":"post","link":"https:\/\/systematichr.com\/?p=266","title":{"rendered":"HR 2006 Part 3 – Change Management"},"content":{"rendered":"

HR 2006 Intro – What is HR Strategy?<\/a>
\nHR 2006 Part 1 – Priorities <\/a>
\nHR 2006 Part 2 – Direction<\/a><\/p>\n

It occurs to me that many of us do not really know what change management is. There is a significant difference between what most of us think about, and what real change management means. Most of us think about transitional change. Transitional change occurs when we implement new systems, policies, cost centers, etc.. This is all very important to communicate and train regarding these changes, but transitional change is not what change management professionals think about.<\/p>\n

Behavioral change is the core of change management. In behavioral change, we ask several questions:<\/p>\n

    \n
  1. How do I communicate change<\/li>\n
  2. How do I convince people this change is important to them?<\/li>\n
  3. How do I get people to embrace change?<\/li>\n<\/ol>\n

    So if we look at implementing an HRO contract, there are both types of change going on. Many processes and systems will need to have systems training applied to them. HR practitioners will need training on how to use systems, and so will employees and managers need to learn how to process transactions on self service. These are transactional changes that must be learned for behavioral changes to even be possible.<\/p>\n

    Within this same implementation, how do we get the field HR generalists to apply a different set of skills, increase the adoption of self service among managers and employees, and make HR practitioners act less tactically? These are the behavioral changes that drive success. Transactional learning is nothing if real behaviors are not modified.<\/p>\n

    Let’s go back to the Mercer article from last week for some insight into change management:<\/p>\n

    A striking number of participants reported that they were caught up in major change initiatives. The overwhelming majority \u2013 there were perhaps only four or five exceptions out of 65 guests \u2013 said they had just completed a major restructuring of their company and its HR operations or, more frequently, were continuing to pursue such efforts. <\/p>\n

    This has led some to conclude that change management is the principal function of HR today and tomorrow. \u201cHR is really about how organizations can manage change.\u201d Others put the proposition more aggressively, noting that this isn\u2019t work for the fainthearted: \u201cHR must be able to lead and manage change. They must be willing to walk the talk; they must be willing to blow everything up and change it. They must be able to change systems and to challenge the way the company does things.\u201d<\/p>\n

    While at least one participant decried the lack of a standard definition for \u201cchange management,\u201d certain imperatives came up repeatedly:<\/p>\n

      \n
    • Communicating why change is necessary.<\/li>\n
    • Adjusting reward systems accordingly, and using them as part of the educational effort. <\/li>\n
    • Doing away with old structures.<\/li>\n
    • Changing the corporate culture to support the new.<\/li>\n
    • Championing innovation.November 1, 2005. \u201cTempered by Fire: Where HR Is. Where It Needs to Go.\u201d Harvard Business School Publishing.<\/footnote><\/li>\n<\/ul>\n<\/blockquote>\n","protected":false},"excerpt":{"rendered":"

      HR 2006 Intro – What is HR Strategy? HR 2006 Part 1 – Priorities HR 2006 Part 2 – Direction It occurs to me that many of us do not really know what change management is. There is a significant…<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_coblocks_attr":"","_coblocks_dimensions":"","_coblocks_responsive_height":"","_coblocks_accordion_ie_support":"","footnotes":""},"categories":[8],"tags":[],"class_list":["post-266","post","type-post","status-publish","format-standard","hentry","category-strategies"],"_links":{"self":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/266","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=266"}],"version-history":[{"count":0,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/266\/revisions"}],"wp:attachment":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=266"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=266"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=266"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}