hi friends . . .
I am working on a small report to figure out the COST of CHANGE.
More specifically the FACTORS to be included in this Cost of Change Calculation.
When I am refering to Change, I am loking at any Large Scale Organisation wide change. It could be change in organisation style of working (Legacy system of functional silos to Process Centric Enterprise OR ERP Implementation OR Modernization and Computerization OR Outsourcing)
Such kind of Organisational Change will have significant IMPACT on the Human Resource of the company. I am looking at the Impact on People and the Cost Factors associated with them.
I would like to have the thoughts of CiteHR members on this LoT ...
I would keep adding t it too .... Hoping to have a fruitful discussion on this topic .....
...shoOOonya ...
From Switzerland, Geneva
12I am working on a small report to figure out the COST of CHANGE.
More specifically the FACTORS to be included in this Cost of Change Calculation.
When I am refering to Change, I am loking at any Large Scale Organisation wide change. It could be change in organisation style of working (Legacy system of functional silos to Process Centric Enterprise OR ERP Implementation OR Modernization and Computerization OR Outsourcing)
Such kind of Organisational Change will have significant IMPACT on the Human Resource of the company. I am looking at the Impact on People and the Cost Factors associated with them.
I would like to have the thoughts of CiteHR members on this LoT ...
I would keep adding t it too .... Hoping to have a fruitful discussion on this topic .....
...shoOOonya ...
From Switzerland, Geneva
Dear Colleagues,
Talking about the Cost of Change-this would include but not limited to the following:
Personnel: in any given Change Process who feels it most is the people some would stay some would certainly voluntarily go-hence this ia loss when consideration is taken of training, experience gathered of the years.
Time:Change would not be effective without giving it time to materialize-the waiting time is part of the Cost of Change to the Company.
Technology Adaptation: apart from time, the process of learning a new technology or procedure and allowing people to make their mistakes before they catch-up is another kind of cost to the Company-consideration has be given to the fact that during induction/exposure to new machines these could be damaged.
Loyalty/Emotive: there could be misgivens on the part of Management thinking they have made a right decision in the process of Change for instance an Accountant is moved Facility Management-and probably he does not really want that movement at that point he starts having a "job" as against a career.-The Company has lost in within.
Thanks.
From Nigeria, Lagos
Talking about the Cost of Change-this would include but not limited to the following:
Personnel: in any given Change Process who feels it most is the people some would stay some would certainly voluntarily go-hence this ia loss when consideration is taken of training, experience gathered of the years.
Time:Change would not be effective without giving it time to materialize-the waiting time is part of the Cost of Change to the Company.
Technology Adaptation: apart from time, the process of learning a new technology or procedure and allowing people to make their mistakes before they catch-up is another kind of cost to the Company-consideration has be given to the fact that during induction/exposure to new machines these could be damaged.
Loyalty/Emotive: there could be misgivens on the part of Management thinking they have made a right decision in the process of Change for instance an Accountant is moved Facility Management-and probably he does not really want that movement at that point he starts having a "job" as against a career.-The Company has lost in within.
Thanks.
From Nigeria, Lagos
Change is Permanent in this world
I like to give a small information on the change which is taking place in the area of Technology. The world is going very fast and technology is making everything fast and timesaving.
when you come for technology, there is a quote that
" In six months, technology doubles or price reduces by half"
so when organisation go into various new technologies in order to cut their cost, there is a fear of unknown to the employees due to that change in the technology.
proper training and communication will help to manage such change so as to lead to the Organisational Development..
with regards
jayavel.k
From India, Madras
I like to give a small information on the change which is taking place in the area of Technology. The world is going very fast and technology is making everything fast and timesaving.
when you come for technology, there is a quote that
" In six months, technology doubles or price reduces by half"
so when organisation go into various new technologies in order to cut their cost, there is a fear of unknown to the employees due to that change in the technology.
proper training and communication will help to manage such change so as to lead to the Organisational Development..
with regards
jayavel.k
From India, Madras
only training and communication no more serve the purpose of introducing new technology. No new thing will be successful unless it is accepted by the ppl there. In watever new is introduced, employees shud be made to participate.
this power of decision makin helps in giving dem a sense of achievement and belongingness..
No doubt that training and communication are very important but wt if ppl are getting training and side by side the are looking for another job. So better hai sabko sath leke chale :)
this power of decision makin helps in giving dem a sense of achievement and belongingness..
No doubt that training and communication are very important but wt if ppl are getting training and side by side the are looking for another job. So better hai sabko sath leke chale :)
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