I am working as an HR Officer and also a student of HR. I want to know some practical and generic change management techniques that are in practice globally and accepted by HR consultants. Our firm has almost 2100+ employees, and it's a hospital. When changing the culture or molding their behaviors, what are the possible threats and techniques to handle them? Thanks.
From Pakistan, Lahore
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1From Pakistan, Lahore
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It is better to ask to your current employees rather than asking others because they are the best source from you can come to know about which kind of change required for organization development.
From India, New Delhi
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From India, New Delhi
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We are going to make a survey but before the survey`s result I am just trying to broader my own knowledge.
From Pakistan, Lahore
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From Pakistan, Lahore
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Dear Nabeel,
As I conduct a review, let me add my two cents in addition to what Mrunal has suggested. You cannot have change for the sake of it. You need to do a strategic audit of your organization. Based on the report of the strategic audit, you need to make a strategic plan. Implementation of this plan would require change.
Change management is generally a domain of the very top management and is out of the purview of lower-level management. Secondly, many times people confuse personal change and organizational change. Both are absolutely different.
On YouTube, you will find a very good lecture series of videos on change management. Click the following link to refer to it: https://www.youtube.com/watch?v=QWORFliXxn0&list=PLEChp4-dfea7gbFl48UBHbbKVLF7FhHmp
All the best!
Dinesh Divekar
From India, Bangalore
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As I conduct a review, let me add my two cents in addition to what Mrunal has suggested. You cannot have change for the sake of it. You need to do a strategic audit of your organization. Based on the report of the strategic audit, you need to make a strategic plan. Implementation of this plan would require change.
Change management is generally a domain of the very top management and is out of the purview of lower-level management. Secondly, many times people confuse personal change and organizational change. Both are absolutely different.
On YouTube, you will find a very good lecture series of videos on change management. Click the following link to refer to it: https://www.youtube.com/watch?v=QWORFliXxn0&list=PLEChp4-dfea7gbFl48UBHbbKVLF7FhHmp
All the best!
Dinesh Divekar
From India, Bangalore
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Dear Nabeel,
As per my suggestion, you should conduct brainstorming sessions involving all employees. This will lead to the generation of diverse ideas, following which you can proceed with the SWOT Analysis.
Thanks & regards,
Mamta
Principal Consultant
Quid-Pro-Quo Consulting Service
From India, Delhi
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As per my suggestion, you should conduct brainstorming sessions involving all employees. This will lead to the generation of diverse ideas, following which you can proceed with the SWOT Analysis.
Thanks & regards,
Mamta
Principal Consultant
Quid-Pro-Quo Consulting Service
From India, Delhi
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Dear Nabeel,
Others have given you sound advice. I am not an HR person; however, I know how to search for information. My sincere request to bloggers like you is to search the web and come up with answers to the doubts that you may have and post them, and experts will help clear any misconceptions you may have.
I found a good article at Managing Change in Healthcare related to a hospital setting. More links at https://www.google.co.uk/#q=change+m...+in+a+hospital
From United Kingdom
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Others have given you sound advice. I am not an HR person; however, I know how to search for information. My sincere request to bloggers like you is to search the web and come up with answers to the doubts that you may have and post them, and experts will help clear any misconceptions you may have.
I found a good article at Managing Change in Healthcare related to a hospital setting. More links at https://www.google.co.uk/#q=change+m...+in+a+hospital
From United Kingdom
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Dear Mamta,
To bring change in the organization, brainstorming sessions with the employees help only to the extent of bringing internal change. Employees generally give their suggestions on improvising the systems and processes, fostering collaboration among the departments, introduction of new welfare measures, etc. Nevertheless, generally, employees are institutionalized with the company's culture, and when they start thinking, they do so keeping the company's culture in mind. Therefore, to bring about strategic change, brainstorming with the employees is one means, but it is not adequate.
I have facilitated change management sessions wherein I have used brainstorming, and I am aware of the limitations of this tool.
In contrast, when making a strategic plan, it demands scanning the external environment, conducting a SWOT analysis of the organization, and using other tools like Michael Porter's 5 Forces or McKinsey's 7S. Moreover, you have mentioned that SWOT Analysis is based on employee suggestions. This is a grossly mistaken view of an organization's SWOT Analysis.
Take Infosys, for example. When Vishal Sikka became CEO, he identified that though Infosys had superb manpower, what they lacked was "Design Thinking" ability. Infosys, for more than three decades, remained a service company. No one considered designing a product that redefined the rules of the game, not even Mr. NR Narayanamurthy. In his second stint from 2013-14, when he could not turn the company around, Vishal Sikka was brought in.
When Mr. NR Narayan Murthy returned to Infosys in 2013, there was press criticism of Infosys's failure to develop leaders internally. Infosys established its Leadership Development Institute in 2001 at a cost of 270 Crore. However, after almost a decade, when a leadership crisis emerged, not a single leader could be appointed as CEO. Infosys had to bring back a retired person in the form of Mr. Murthy. When this experienced leader also failed to grasp the changing market dynamics, Vishal Sikka was brought in. Can there be a better example of the limitations of relying solely on employees for strategic insights?
Thanks,
Dinesh Divekar
Dear Nabeel,
Based on my suggestion, you should conduct brainstorming sessions among all employees to gather a variety of ideas before performing the SWOT Analysis.
Thanks & Regards,
Mamta Principal Consultant Quid-Pro-Quo Consulting Service
From India, Bangalore
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To bring change in the organization, brainstorming sessions with the employees help only to the extent of bringing internal change. Employees generally give their suggestions on improvising the systems and processes, fostering collaboration among the departments, introduction of new welfare measures, etc. Nevertheless, generally, employees are institutionalized with the company's culture, and when they start thinking, they do so keeping the company's culture in mind. Therefore, to bring about strategic change, brainstorming with the employees is one means, but it is not adequate.
I have facilitated change management sessions wherein I have used brainstorming, and I am aware of the limitations of this tool.
In contrast, when making a strategic plan, it demands scanning the external environment, conducting a SWOT analysis of the organization, and using other tools like Michael Porter's 5 Forces or McKinsey's 7S. Moreover, you have mentioned that SWOT Analysis is based on employee suggestions. This is a grossly mistaken view of an organization's SWOT Analysis.
Take Infosys, for example. When Vishal Sikka became CEO, he identified that though Infosys had superb manpower, what they lacked was "Design Thinking" ability. Infosys, for more than three decades, remained a service company. No one considered designing a product that redefined the rules of the game, not even Mr. NR Narayanamurthy. In his second stint from 2013-14, when he could not turn the company around, Vishal Sikka was brought in.
When Mr. NR Narayan Murthy returned to Infosys in 2013, there was press criticism of Infosys's failure to develop leaders internally. Infosys established its Leadership Development Institute in 2001 at a cost of 270 Crore. However, after almost a decade, when a leadership crisis emerged, not a single leader could be appointed as CEO. Infosys had to bring back a retired person in the form of Mr. Murthy. When this experienced leader also failed to grasp the changing market dynamics, Vishal Sikka was brought in. Can there be a better example of the limitations of relying solely on employees for strategic insights?
Thanks,
Dinesh Divekar
Dear Nabeel,
Based on my suggestion, you should conduct brainstorming sessions among all employees to gather a variety of ideas before performing the SWOT Analysis.
Thanks & Regards,
Mamta Principal Consultant Quid-Pro-Quo Consulting Service
From India, Bangalore
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Need for change comes up in any organisation due to crisis,performance gaps,new technology,new opportunities,reaction to internal pressures, and finally change for the sake of change.
As a hospital you need to identify has there been any crisis-increased mortality among patients,falling clientele etc.
Medical field is one area where research constantly brings in new findings,technology and drugs.
New opportunities keep coming up like attracting foreign patients.Our health care systems in renowned hospitals are almost world class and can attract foreigners who get good treatment at much lower cost.
Is there any internal pressures like trade union or good staff leaving for better pastures or higher pay or feel lack of professional growth.
Change fo sake of change is not a good idea.When one wants change-starting from deep thought and examination of reasons,results and procedure and impact on the organisation needs extensive study.
Sometimes in house study and analysis does not work out because of inherent biases.
There the need of an independent consultant comes up.One who is known in the field.one who has previous experience in change management.One who will be honest enough to tell whether the proposed change is required in the present circumstances.
Change is always resisted by some,but to embrace change one must be able to see how much change benefits themselves and their work.
Also another question yo have to ask yourself
What do you want to change-is it your mission and values or technology or organisational culture/structure??
Remember change in one area will also impact other-Change in technology will impact systems,training,people,patients,employees.
Need for change requires deep analysis-how does your organisation work and which manner do you want the work now to go on and why??
Just because someone else is changing does not mean you need to change.
Biggest challenge to change is:Misunderstanding the need for change/when the reason for the change is unclear — If your employees and stake holders do not understand the need for change you can expect resistance. ...
Fear of the unknown — One of the most common reasons for resistance is fear of the unknown.
Definitely consider introducing change but with clear study,objective and goals.
use internal brainstorming with all sections of staff and then do think of external inputs and examination of the basis on which you want to proceed for Change.
From India, Pune
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As a hospital you need to identify has there been any crisis-increased mortality among patients,falling clientele etc.
Medical field is one area where research constantly brings in new findings,technology and drugs.
New opportunities keep coming up like attracting foreign patients.Our health care systems in renowned hospitals are almost world class and can attract foreigners who get good treatment at much lower cost.
Is there any internal pressures like trade union or good staff leaving for better pastures or higher pay or feel lack of professional growth.
Change fo sake of change is not a good idea.When one wants change-starting from deep thought and examination of reasons,results and procedure and impact on the organisation needs extensive study.
Sometimes in house study and analysis does not work out because of inherent biases.
There the need of an independent consultant comes up.One who is known in the field.one who has previous experience in change management.One who will be honest enough to tell whether the proposed change is required in the present circumstances.
Change is always resisted by some,but to embrace change one must be able to see how much change benefits themselves and their work.
Also another question yo have to ask yourself
What do you want to change-is it your mission and values or technology or organisational culture/structure??
Remember change in one area will also impact other-Change in technology will impact systems,training,people,patients,employees.
Need for change requires deep analysis-how does your organisation work and which manner do you want the work now to go on and why??
Just because someone else is changing does not mean you need to change.
Biggest challenge to change is:Misunderstanding the need for change/when the reason for the change is unclear — If your employees and stake holders do not understand the need for change you can expect resistance. ...
Fear of the unknown — One of the most common reasons for resistance is fear of the unknown.
Definitely consider introducing change but with clear study,objective and goals.
use internal brainstorming with all sections of staff and then do think of external inputs and examination of the basis on which you want to proceed for Change.
From India, Pune
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It is far easier to change our own behaviors than to change other people's behaviors. Changing our own behaviors is nearly impossible for most of us without the desire to change and without help. Telling and insisting that others change is a fool's errand and is a cause of employee disengagement.
From United States, Chelsea
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From United States, Chelsea
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Change Management.ppt