HI ALL, ENJOY THE PRESENTATION ON CHANGE MANAGEMENT .. FEEDBACK IS REQUIRED.. NIDHI
From India, Jaipur
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13From India, Jaipur
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Hello. Good presentation and the example you have used (Who moved my cheese?) links well to the change management concept.
From India, Bangalore
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From India, Bangalore
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Hi Members,
I would like to request all the members to please make it a habit to award marks to the poster of PPTs, articles, or any material which they read and found useful for themselves and/or think would be beneficial for others. This action would motivate and encourage a member to make contributions to this site for the learning and benefit of all members, including themselves.
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I remain sincerely wedded to CiteHR,
Satish Kumar Dhanwal
Sr. Manager (HR)
NTPC Foundation, Noida
From India, Delhi
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I would like to request all the members to please make it a habit to award marks to the poster of PPTs, articles, or any material which they read and found useful for themselves and/or think would be beneficial for others. This action would motivate and encourage a member to make contributions to this site for the learning and benefit of all members, including themselves.
Regards,
I remain sincerely wedded to CiteHR,
Satish Kumar Dhanwal
Sr. Manager (HR)
NTPC Foundation, Noida
From India, Delhi
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GOOD ONE ACKNOWLEDGEMNT TO SPENCER JOHNSON AND TO U NIDHI... BYE FOR NOW KRISKUMARS CHENNAI INDIA
From India, Madras
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From India, Madras
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Hi Nidhi,
I apologize for the incomplete message in my previous communication. I am familiar with Shri Ajay Agarwal, Sr. Manager (HR), and he is acquainted with me as well. It was pleasing to discover that he was your mentor. Were you employed at NTPC at any point? I am a former Management Trainee (MT) of Hindustan Aeronautics Ltd., where I worked for 2.9 years in Kanpur. The working environment was rigid, with communication being inflexible and filled with politics. Subsequently, in January 1983, I explored opportunities at NTPC and found the work environment in Singrauli to align well with my demeanor. I was stationed there until March 1988, after which I was transferred to Rihand, Yamuna Nagar, NCR-HQ, Noida, Dadri, and currently, I am stationed at NTPC Foundation, a Trust established by NTPC Ltd. dedicated to assisting Physically Challenged Persons and Economically Weaker Sections of society. I opted to work with the Trust and remain an NTPC employee, seconded to this role. If you wish to learn more about the Foundation, please let me know. I appreciate your interest in meeting me. I am based in Noida, along with my family. I have two sons: one is an MBA working as a Manager (Products) at ABN Amro Bank, Gurgaon, and the other is pursuing his final year of B.Com (H) at SRCC, Delhi University. My elder son, who is unmarried, has traveled abroad during his tenure with M/s GeMoney. I am keen on keeping in touch with you to enhance our professional growth. I have reviewed your posts on CiteHR today to gain a better understanding of you, and I find them commendable. Kindly forward all future emails to my personal ID: skdhanwal@yahoo.com. Feel free to share your alternate email and mobile number, as I am interested in learning more about you and your family. Looking forward to your response.
Regards,
Yours Truly,
Satish Kumar
Sr. Manager (HR)
NTPC Foundation
From India, Delhi
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I apologize for the incomplete message in my previous communication. I am familiar with Shri Ajay Agarwal, Sr. Manager (HR), and he is acquainted with me as well. It was pleasing to discover that he was your mentor. Were you employed at NTPC at any point? I am a former Management Trainee (MT) of Hindustan Aeronautics Ltd., where I worked for 2.9 years in Kanpur. The working environment was rigid, with communication being inflexible and filled with politics. Subsequently, in January 1983, I explored opportunities at NTPC and found the work environment in Singrauli to align well with my demeanor. I was stationed there until March 1988, after which I was transferred to Rihand, Yamuna Nagar, NCR-HQ, Noida, Dadri, and currently, I am stationed at NTPC Foundation, a Trust established by NTPC Ltd. dedicated to assisting Physically Challenged Persons and Economically Weaker Sections of society. I opted to work with the Trust and remain an NTPC employee, seconded to this role. If you wish to learn more about the Foundation, please let me know. I appreciate your interest in meeting me. I am based in Noida, along with my family. I have two sons: one is an MBA working as a Manager (Products) at ABN Amro Bank, Gurgaon, and the other is pursuing his final year of B.Com (H) at SRCC, Delhi University. My elder son, who is unmarried, has traveled abroad during his tenure with M/s GeMoney. I am keen on keeping in touch with you to enhance our professional growth. I have reviewed your posts on CiteHR today to gain a better understanding of you, and I find them commendable. Kindly forward all future emails to my personal ID: skdhanwal@yahoo.com. Feel free to share your alternate email and mobile number, as I am interested in learning more about you and your family. Looking forward to your response.
Regards,
Yours Truly,
Satish Kumar
Sr. Manager (HR)
NTPC Foundation
From India, Delhi
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Excellent PPT. i too had made one by using the same story...Who moved my cheese???? would try n post it if i find it..... regards. raghavv
From India, Pune
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From India, Pune
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(Fact Checked)-Excellent comparison! "Who Moved My Cheese?" is a classic change management story. Looking forward to seeing your presentation. Keep up the good work! (1 Acknowledge point)
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Hi Nidhi, The ppt looks really good but the end result depends on how well you present it. Good Luck! Mary
From India, Madras
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From India, Madras
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(Fact Checked)-[The user's reply is correct.] (1 Acknowledge point)
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Hi Nidhi! It was fabulous ppt.. Enjoyed a lot.. Keep posting.. Thanx & Regards Shriya Karve.
From India, Mumbai
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From India, Mumbai
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Hello :icon1: its good ppt. u have prepared out of "who moved my cheese".but dear put its theory also so that anybody who willuse it .It should be putted in a right manner.ok:)
From India, Indore
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From India, Indore
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Dear Nidhi,
Your PowerPoint presentations are wonderful, providing a great insight into Change Management. I particularly enjoyed your presentation on the revised "Who Moved My Cheese," as it was much simpler to understand.
Congratulations and more power to you.
Best regards,
Thessa
From Philippines
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Your PowerPoint presentations are wonderful, providing a great insight into Change Management. I particularly enjoyed your presentation on the revised "Who Moved My Cheese," as it was much simpler to understand.
Congratulations and more power to you.
Best regards,
Thessa
From Philippines
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(Fact Checked)-The user's reply is accurate and positive. (1 Acknowledge point)
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Hi Nidhi,
I am a new joiner. I loved your work. Change Management is a broad topic, but you have presented it in a remarkably simple way. Thanks for sharing it. If needed, I would be more than happy to share all I have on this topic.
Regards,
Amit Anand
From India, Thana
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I am a new joiner. I loved your work. Change Management is a broad topic, but you have presented it in a remarkably simple way. Thanks for sharing it. If needed, I would be more than happy to share all I have on this topic.
Regards,
Amit Anand
From India, Thana
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(Fact Checked)-[Response] Great to see your enthusiasm! Change Management is indeed crucial. Your offer to share knowledge is appreciated. (1 Acknowledge point)
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Hi there,
I managed to view Part I but could not load Part II. It would be great if the presentation is mailed directly to Mangales.Krishnan@gmail.com. Part I was good.
Regards,
Mangales Krishnan
Kuala Lumpur, Malaysia
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I managed to view Part I but could not load Part II. It would be great if the presentation is mailed directly to Mangales.Krishnan@gmail.com. Part I was good.
Regards,
Mangales Krishnan
Kuala Lumpur, Malaysia
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Dear Nidhi ji,
Good concept. Keep it up. But one thing I suggest unnecessary changes cause harm for the career. If the environment is suitable, we need not change. There are ups and downs; we have to face the problem if it comes. "A soldier should not see the back, chase, fight, and win." Of course, I am not objecting to your view. A positive change is always good for development.
Regards,
PBS KUMAR
From India, Kakinada
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Good concept. Keep it up. But one thing I suggest unnecessary changes cause harm for the career. If the environment is suitable, we need not change. There are ups and downs; we have to face the problem if it comes. "A soldier should not see the back, chase, fight, and win." Of course, I am not objecting to your view. A positive change is always good for development.
Regards,
PBS KUMAR
From India, Kakinada
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Ya the ppt is really very good. who moved my cheese is a vry gud buk. I read it long back and prepared a ppt on change mgt .
From India, Hyderabad
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From India, Hyderabad
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Ya the ppt is really very good. who moved my cheese is a vry gud buk. I read it long back and prepared a ppt on change mgt . kuch khaas nahi hai..but i just wanted to share
From India, Hyderabad
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From India, Hyderabad
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(Fact Checked)-The mention of "Who Moved My Cheese" book is relevant to change management. However, ensure the ppt content aligns with company policies for accuracy. (1 Acknowledge point)
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Hi Nidhi, This is Chavi, U provide us such a good thing, this is really good & keep it going on. Thaks & Take Care:-P
From India, Delhi
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From India, Delhi
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that was a good ppt...however i donot have much idea of how to give training on this topic, if anyone could refer me to an article which could help me in understanding the Change Management.
From India, Ahmadabad
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From India, Ahmadabad
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Hi Nidhi,
A small and good presentation, but it would also need notes to understand the hidden meaning of it, especially for the second presentation. Thanks for the good PPT. I request you to please share many more such PPTs.
Regards,
Manoj
From India, Jaipur
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A small and good presentation, but it would also need notes to understand the hidden meaning of it, especially for the second presentation. Thanks for the good PPT. I request you to please share many more such PPTs.
Regards,
Manoj
From India, Jaipur
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Ms. Nidhi,
I am sorry I tried to download attachments but did not succeed. Please send them to my email ID
Attached Files:
[IMG]https://www.citehr.com/images/attach/ppt.gif[/IMG]_ii_part__change_management_473.ppt (196.0 KB, 7142 views)
[IMG]https://www.citehr.com/images/attach/ppt.gif[/IMG]_i_part__change12_198.ppt (149.0 KB, 6025 views)
From India, New Delhi
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I am sorry I tried to download attachments but did not succeed. Please send them to my email ID
Attached Files:
[IMG]https://www.citehr.com/images/attach/ppt.gif[/IMG]_ii_part__change_management_473.ppt (196.0 KB, 7142 views)
[IMG]https://www.citehr.com/images/attach/ppt.gif[/IMG]_i_part__change12_198.ppt (149.0 KB, 6025 views)
From India, New Delhi
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Worth Reading! Thanks for posting such beautiful ppts. These r truely carring inspiration & motivation. keep the good work going on! Regards Shefali Nanda:icon1: Executive - HR
From India, Mumbai
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From India, Mumbai
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(Fact Checked)-Worth Reading! Thanks for sharing inspiring content. Keep up the motivation for change management. (1 Acknowledge point)
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Good presentation. The expression on the starting slide of the mouse described a lot of information where the different mentalities of the persons are explained in a single picture. Good work, keep going! All the best.
From India, Hyderabad
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From India, Hyderabad
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Hi Nidhi,
Good presentation and useful to the student community. Keep it up.
May I know from you whether there are any free downloadable articles or literature on the change management? If so, may I get the web address, please?
Thank you.
From India, Delhi
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Good presentation and useful to the student community. Keep it up.
May I know from you whether there are any free downloadable articles or literature on the change management? If so, may I get the web address, please?
Thank you.
From India, Delhi
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Dear Belal,
It's crap. How can someone utilize these stupid presentations? Kindly improve your standard in presenting how it should be rationalized and not the flashcards.
Sorry for being abrupt, but could not control it.
Regards,
Belal
HR Consultant
From United Kingdom, London
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It's crap. How can someone utilize these stupid presentations? Kindly improve your standard in presenting how it should be rationalized and not the flashcards.
Sorry for being abrupt, but could not control it.
Regards,
Belal
HR Consultant
From United Kingdom, London
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Dear Nidhi,
Great stuff, yar. I really enjoyed going through that. Would you be able to help me by giving some updates about how to get the job done faster, plan goals, etc.? Because I take a lot of time whenever my manager assigns some work to me.
I wait to hear from you.
Regards,
Naveen
From India, Madras
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Great stuff, yar. I really enjoyed going through that. Would you be able to help me by giving some updates about how to get the job done faster, plan goals, etc.? Because I take a lot of time whenever my manager assigns some work to me.
I wait to hear from you.
Regards,
Naveen
From India, Madras
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(Fact Checked)-Great to see your interest in improving efficiency! To enhance productivity, consider time management strategies and setting SMART goals. Keep up the proactive approach! (1 Acknowledge point)
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Hi Nidhi, I must say that both the PPTs are really very good. Please write trainer’s note for each slide for readers better understanding. Regards, Tanveer Shaikh Mumbai
From India, Thana
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From India, Thana
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(Fact Checked)-[The suggestion to write trainer's notes for each slide is beneficial for enhancing reader understanding. Great input!] (1 Acknowledge point)
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Thanks Nidhi! Very Nice Presentation indeed.I liked the second one on change management,especially, because it sets the tone of self-change for anyone going through it. Warm Regards, Ritu
From India, Calcutta
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From India, Calcutta
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Hi,
My feedback is as follows:
- Your attempt at change management is good. However, it requires a more subjective approach because it is a major and hot topic in the corporate world.
- Change in every sphere of life is inevitable. Please focus on a specific topic such as organizational restructuring, HR systems and process change, or introducing new concepts in the organization. Highlight the value addition this change brings to the organization. For example, with this change, HR can help increase the share value by up to 30%. Please work on incorporating these aspects into your presentation.
I am not trying to disappoint you with my feedback on your PowerPoint presentation. Please take this as advice, as you seem more than capable.
My suggestion to all is to analyze the subject so that junior members can also learn. Let's encourage our juniors to take on more challenging tasks.
Looking forward to seeing your new presentation with more thoughtful insights.
Regards,
Srinivas
Sr. Manager - HR
Aurobindo Pharma
From India, Hyderabad
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My feedback is as follows:
- Your attempt at change management is good. However, it requires a more subjective approach because it is a major and hot topic in the corporate world.
- Change in every sphere of life is inevitable. Please focus on a specific topic such as organizational restructuring, HR systems and process change, or introducing new concepts in the organization. Highlight the value addition this change brings to the organization. For example, with this change, HR can help increase the share value by up to 30%. Please work on incorporating these aspects into your presentation.
I am not trying to disappoint you with my feedback on your PowerPoint presentation. Please take this as advice, as you seem more than capable.
My suggestion to all is to analyze the subject so that junior members can also learn. Let's encourage our juniors to take on more challenging tasks.
Looking forward to seeing your new presentation with more thoughtful insights.
Regards,
Srinivas
Sr. Manager - HR
Aurobindo Pharma
From India, Hyderabad
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Hi friend,
This is Basha from Trichy. As we are going to conduct a management meet as part of the Master of Business Administration, we will be organizing nearly 10 games. The HR Game is one of them. Since it is a new event, we are unable to execute it effectively. We need your valuable ideas and suggestions to make this event a grand success. This is a major concern for us, the Human Resource People.
I hope for your valuable reply. Please send your ideas and suggestions to my email id abs_basha@yahoo.com.
Thank you very much.
From India, Tiruchchirappalli
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This is Basha from Trichy. As we are going to conduct a management meet as part of the Master of Business Administration, we will be organizing nearly 10 games. The HR Game is one of them. Since it is a new event, we are unable to execute it effectively. We need your valuable ideas and suggestions to make this event a grand success. This is a major concern for us, the Human Resource People.
I hope for your valuable reply. Please send your ideas and suggestions to my email id abs_basha@yahoo.com.
Thank you very much.
From India, Tiruchchirappalli
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Hi Nidhi, I am Change Mnagement Consultant by profession.The work you have done is good. Regards Rohit
From India
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From India
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I think it is a great PPT on Change Management because it is very useful for me. I work as a training manager in an insurance company, and in today's volatile market where employees are feeling frustrated, it can be challenging to sustain. This presentation has been incredibly helpful to me, and I appreciate it greatly. Thank you.
From India, Mumbai
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From India, Mumbai
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Hi Nidhi, They are all yummy and cheezzy presentations. My students will love them...Keep it up always and for more to come. Regards..... Luis
From Papua New Guinea
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From Papua New Guinea
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Nidhi,
Nice set of slides but needs more work for this to be useful as a teaching tool. Part 1 required the reader to have read 'Who Moved My Cheese' otherwise the slides would need a lot of explaining. Part 2 seemed to be just a collection of quotable quotes on change - unless they are the key themes from another book on change with which I am not familiar.
For both part 1 and part 2, the reader would accept the doctrines/theories on change given in the slides and then promptly forget what they have read - unless they have a 'story' or case study that would act as a hook or anchor. Just my views.
From India, Kochi
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Nice set of slides but needs more work for this to be useful as a teaching tool. Part 1 required the reader to have read 'Who Moved My Cheese' otherwise the slides would need a lot of explaining. Part 2 seemed to be just a collection of quotable quotes on change - unless they are the key themes from another book on change with which I am not familiar.
For both part 1 and part 2, the reader would accept the doctrines/theories on change given in the slides and then promptly forget what they have read - unless they have a 'story' or case study that would act as a hook or anchor. Just my views.
From India, Kochi
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(Fact Checked)-[The user's reply provides insightful feedback on the presentation, emphasizing the need for more contextualization and engaging elements like stories or case studies to enhance learning retention. Well-analyzed and constructive criticism.] (1 Acknowledge point)
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Hi Nidhi,
I came looking for a PPT on Change Management for teachers at a school in Mumbai, and guess what? Your PPT happened to me! It was good and helped me work for my workshop. Thanks a lot.
Warm regards,
Pallavi
From India, Mumbai
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I came looking for a PPT on Change Management for teachers at a school in Mumbai, and guess what? Your PPT happened to me! It was good and helped me work for my workshop. Thanks a lot.
Warm regards,
Pallavi
From India, Mumbai
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Hi,
Change Management:
Change management is the process of developing a planned approach to change in an organization. Typically, the objective is to maximize the collective benefits for all people involved in the change and minimize the risk of failure of implementing the change. The discipline of change management deals primarily with the human aspect of change and is therefore related to pure and industrial psychology.
Some of the Potential issues concerning the successful Change deployment process:
1. The House (Of Quality) Needs Foundations
Underestimating the need for a support structure can be a big mistake in the process of deploying Lean or Six Sigma. It is important to first assess the gap between your current state and the future desired state. This activity produces a list of things that need to change and, in addition, those that need to be positively reinforced. In the change process, this is not an either/or proposition. Both need to be done. As an example, if one has the fortune of having an army of talented Black Belts but a broken Champion support system, the program can fail in a heartbeat. Again, if both are present and yet, executive support is absent, then that can lead to disastrous results for a program as well.
The role of a consultant is potentially huge in this case. The superior knowledge base can be helpful in foreseeing roadblocks and addressing them at the very outset.
2. Speed Can Be An Illusion
One common trait of all change initiatives is that they go through a series of necessary steps that have their own lead times. Failing to recognize this fact often leads to skipping essential activities that only create an illusion of speed and never produce desired results.
Sticking to an overall game plan and building steady momentum over time brings change that is more coherent and permanent than islands of excellence resulting from scattered activities.
3. Sustaining A Shared Vision
Most executives do a good job of communicating a strong sense of urgency to effect change and move people out of their comfort zones. This often launches a flurry of activities in the right direction to start with. However, sustaining the quality and level of activities is a different ball game. For the abstraction that is called business, it requires more than organizational structure, incentives, and job descriptions to have a multitude of people work in a concerted manner towards a common objective—it requires a shared vision. It is one in which everybody has a role to play, everybody clearly understands his or her role, and everyone knows "what is in it for me?"
Having a shared vision and communicating it well are essential in galvanizing a workforce to come together and stay together during the process of change.
4. New Vision, Old Constraints
Doing the same old thing and expecting different results is the definition of insanity. As much as new tools and a new roadmap empower people to do things differently, systemic constraints—be it organizational structure or reward system—if not addressed adequately can seriously damage the credibility of the effort and make cynics out of employees.
Actions to confront big roadblocks early in the deployment phase can do the magic of boosting morale and providing momentum to overcome psychological hurdles throughout the organization.
5. Show Me The Money
In all fairness to the shareholders, every initiative should aim at producing measurable economic benefit to a business. Care should be taken to ensure that there is a correlation between the metrics used to monitor improvement efforts and the bottom line. This may warrant adjustments to the accounting procedures to enable the identification of reform opportunities, drive the right activities, and calculate project benefits consistently. In many cases, gains are realized only after a series of project segments (like a step function).
It is important in such cases to make sure that cost accounting doesn't disincentivize the very activities that culminate in a breakthrough.
6. Success Breeds Success
Every large initiative can appear potentially daunting and overwhelming if not split into manageable chunks. A process always runs the risk of losing steam if there are no short-term goals and short-term wins defined. Short-term wins create enthusiasm and confidence amongst people and aid in team building.
This makes the ultimate goal look realizable to participants and helps garner support even from those who have been erstwhile resisting change and sitting on the sidelines.
7. Leaders Wanted
More often than not, management is incentivized to minimize risk and preserve the status quo. Change, on the other hand, requires the creation of a new state of business, which naturally requires leadership. A paralyzed decision-making process (often the biggest impediment to change) is a symptom of having too many managers and not enough leaders.
Great leaders transform cultures and stimulate breakthroughs. It is vital to have a good number of them on one's side as champions of the renewal process.
Thanks & Regards,
Sudhir Singh Rawat
9821443636
Mumbai
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Change Management:
Change management is the process of developing a planned approach to change in an organization. Typically, the objective is to maximize the collective benefits for all people involved in the change and minimize the risk of failure of implementing the change. The discipline of change management deals primarily with the human aspect of change and is therefore related to pure and industrial psychology.
Some of the Potential issues concerning the successful Change deployment process:
1. The House (Of Quality) Needs Foundations
Underestimating the need for a support structure can be a big mistake in the process of deploying Lean or Six Sigma. It is important to first assess the gap between your current state and the future desired state. This activity produces a list of things that need to change and, in addition, those that need to be positively reinforced. In the change process, this is not an either/or proposition. Both need to be done. As an example, if one has the fortune of having an army of talented Black Belts but a broken Champion support system, the program can fail in a heartbeat. Again, if both are present and yet, executive support is absent, then that can lead to disastrous results for a program as well.
The role of a consultant is potentially huge in this case. The superior knowledge base can be helpful in foreseeing roadblocks and addressing them at the very outset.
2. Speed Can Be An Illusion
One common trait of all change initiatives is that they go through a series of necessary steps that have their own lead times. Failing to recognize this fact often leads to skipping essential activities that only create an illusion of speed and never produce desired results.
Sticking to an overall game plan and building steady momentum over time brings change that is more coherent and permanent than islands of excellence resulting from scattered activities.
3. Sustaining A Shared Vision
Most executives do a good job of communicating a strong sense of urgency to effect change and move people out of their comfort zones. This often launches a flurry of activities in the right direction to start with. However, sustaining the quality and level of activities is a different ball game. For the abstraction that is called business, it requires more than organizational structure, incentives, and job descriptions to have a multitude of people work in a concerted manner towards a common objective—it requires a shared vision. It is one in which everybody has a role to play, everybody clearly understands his or her role, and everyone knows "what is in it for me?"
Having a shared vision and communicating it well are essential in galvanizing a workforce to come together and stay together during the process of change.
4. New Vision, Old Constraints
Doing the same old thing and expecting different results is the definition of insanity. As much as new tools and a new roadmap empower people to do things differently, systemic constraints—be it organizational structure or reward system—if not addressed adequately can seriously damage the credibility of the effort and make cynics out of employees.
Actions to confront big roadblocks early in the deployment phase can do the magic of boosting morale and providing momentum to overcome psychological hurdles throughout the organization.
5. Show Me The Money
In all fairness to the shareholders, every initiative should aim at producing measurable economic benefit to a business. Care should be taken to ensure that there is a correlation between the metrics used to monitor improvement efforts and the bottom line. This may warrant adjustments to the accounting procedures to enable the identification of reform opportunities, drive the right activities, and calculate project benefits consistently. In many cases, gains are realized only after a series of project segments (like a step function).
It is important in such cases to make sure that cost accounting doesn't disincentivize the very activities that culminate in a breakthrough.
6. Success Breeds Success
Every large initiative can appear potentially daunting and overwhelming if not split into manageable chunks. A process always runs the risk of losing steam if there are no short-term goals and short-term wins defined. Short-term wins create enthusiasm and confidence amongst people and aid in team building.
This makes the ultimate goal look realizable to participants and helps garner support even from those who have been erstwhile resisting change and sitting on the sidelines.
7. Leaders Wanted
More often than not, management is incentivized to minimize risk and preserve the status quo. Change, on the other hand, requires the creation of a new state of business, which naturally requires leadership. A paralyzed decision-making process (often the biggest impediment to change) is a symptom of having too many managers and not enough leaders.
Great leaders transform cultures and stimulate breakthroughs. It is vital to have a good number of them on one's side as champions of the renewal process.
Thanks & Regards,
Sudhir Singh Rawat
9821443636
Mumbai
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(Fact Checked)-The user's reply provides accurate and detailed information on change management principles and potential issues related to change deployment. The content aligns with best practices in organizational change. Well done! (1 Acknowledge point)
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Hi all,
I need to create a questionnaire. It would be great if you could help me.
The topic is "Why do people posted at a site have more role clarity than those working in the office?" What could be the probable reasons for that? Please help me in formulating the same.
Regards,
Dhara
From India, Ahmadabad
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I need to create a questionnaire. It would be great if you could help me.
The topic is "Why do people posted at a site have more role clarity than those working in the office?" What could be the probable reasons for that? Please help me in formulating the same.
Regards,
Dhara
From India, Ahmadabad
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very good presentation from change management and could u give me a hrm and change management by shaik
From India, Hyderabad
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From India, Hyderabad
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(Fact Checked)-The request for "HRM and change management" resources aligns with enhancing knowledge in both fields. (1 Acknowledge point)
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any body can provide me a notes on implication of globalization on hrm function and functionaries shaik
From India, Hyderabad
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From India, Hyderabad
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(Fact Checked)-The implication of globalization on HRM functions is vast, impacting recruitment, training, and diversity. Consider exploring 'Global HR Management' by Prof Dowling. (1 Acknowledge point)
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Hi frnds i found this beauitful presentation on Change Management. Enjoy!!!!!!! HARSHA. B.N
From India, Bangalore
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From India, Bangalore
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Dear Nidhi,
The PPT presentation on CHANGE is really enjoyable. This has opened my eyes, and now I am really practicing to change while keeping my core values intact. There have been bitter wranglings with my employer for the last 3 years, which have culminated in an unhealthy relationship. This presentation will lead to a Damage Control Exercise on my part, and I am sure it will yield desired results in the days to come. Thanks again and please keep posting other PPTs. Next time, please embed PPTs with suitable sound effects, if possible, as it will enhance their effectiveness.
Ratilal Vasaikar
Pune.
From India, Mumbai
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The PPT presentation on CHANGE is really enjoyable. This has opened my eyes, and now I am really practicing to change while keeping my core values intact. There have been bitter wranglings with my employer for the last 3 years, which have culminated in an unhealthy relationship. This presentation will lead to a Damage Control Exercise on my part, and I am sure it will yield desired results in the days to come. Thanks again and please keep posting other PPTs. Next time, please embed PPTs with suitable sound effects, if possible, as it will enhance their effectiveness.
Ratilal Vasaikar
Pune.
From India, Mumbai
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Dear Nidhi,
I have seen your resume and felt that you are fit for a Bank Officer Job or HR Manager position. Why don't you try for a bank job? Recently, salary revision has been implemented, and compared to the work culture and fixed timing job, it is worth considering due to the stressful nature of jobs in other fields. Nowadays, recruitment is ongoing in several PSU/Private Banks. If you desire, you may contact me on my cell at 9673908300 for further details.
Thank you.
Ratilal Vasaikar,
Pune
From India, Mumbai
Acknowledge(0)Amend(0)
I have seen your resume and felt that you are fit for a Bank Officer Job or HR Manager position. Why don't you try for a bank job? Recently, salary revision has been implemented, and compared to the work culture and fixed timing job, it is worth considering due to the stressful nature of jobs in other fields. Nowadays, recruitment is ongoing in several PSU/Private Banks. If you desire, you may contact me on my cell at 9673908300 for further details.
Thank you.
Ratilal Vasaikar,
Pune
From India, Mumbai
Acknowledge(0)Amend(0)Looking for something specific? - Join & Be Part Of Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
Change Management.ppt
CiteHR.AI
(Fact Checked)-[The user reply is correct as it provides positive feedback and relates the example of "Who Moved My Cheese?" to change management concepts.] (1 Acknowledge point)