HRM 112 - Assignment 2

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Jubail Industrial College

Department of Business Administration

Semester 452

Assignment II

Course Code: HRM 112


Course Title: Human resources management
Section: 207
No. Student ID Student Name
Noorah Alayouni
1 431200230
Ghadeer Alshahabi
2 421200059
3 421200044 Renad Alaqeel
Basmah Abulkeir
4 421200248
Albatool Alshiban
5 421200399
Introduction:

Planning a change management project plan is a critical undertaking for any


organization aiming to implement process initiatives improvement, particularly within
its HR department. The success of such endeavors hinges on establishing a clear
connection between improvement efforts and broader organizational objectives, a
challenge often exacerbated by resistance and skepticism from stakeholders. To
confront these hurdles and secure buy-in for change initiatives, it is imperative to
deploy a set of strategic approaches. These may include aligning improvements with
the overarching business strategy, constructing a robust business case, effectively
communicating and personalizing the benefits of change, and proactively addressing
user requirements and concerns to garner upfront support. This assignment will
discuss change management for HR. In addition, how to build a supportive team to
effectively implement change initiatives. The steps of planning a change management
project plan, and evaluating the importance of effective change management in
driving HR strategy and organizational success.

Discuss key takeaways and strategies covered in the workshop.

The workshop covered the challenge of implementing a process improvement


program within a company's HR department. As the lack of a clear connection
between the improvement initiative and broader organizational goals leads to
resistance and skepticism from stakeholders. Therefore, to address this challenge and
gain support for change initiatives, several key strategies are suggested, such as link
improvements to business strategy, and make a solid business case, and acknowledge
and communicate benefits, and personalize the benefits, and understand user
requirements, and gain user support upfront.

Moreover, the importance of effective change management is highlighted,


focusing on various aspects such as strategic planning, team building, overcoming
resistance, financial impact assessment, and expecting the unexpected. The workshop
stresses the necessity of thoroughly understanding the underlying problems before
implementing solutions. By utilizing techniques like root cause analysis, such as
Toyota's five why technique, HR professionals can identify the true issues and
develop solutions that address them directly. This approach ensures that proposed
changes align
with broader organizational goals and provide tangible benefits. For building the
team, there must be a careful planning, coordination, and communication, as well as
proactive problem-solving and contingency planning. It's crucial to have the support
of key stakeholders and sponsors to navigate challenges effectively. In addition,
demonstrating the financial impact and benefits of proposed changes is vital for
gaining support and overcoming resistance. This involves conducting cost-benefit
analyses, ROI evaluations, and considering opportunity costs. By showcasing the
potential returns and addressing concerns upfront, HR professionals can garner
support for change initiatives. Besides, understanding financial evaluation techniques
and considering the broader business strategy is essential for making a compelling
business case.

The importance effective project planning, management, and tracking in HR-


driven change initiatives is emphasized. The workshop phased approach to project
implementation is discussed, emphasizing the importance of pilot programs, early
adopters, and gradual organizational buy-in. As the key components of a good project
plan include clearly defined objectives for each phase, detailed task breakdown,
resource allocation, risk management, and robust reporting and communication
mechanisms. Moreover, the use of Objectives and Key Results (OKRs) framework in
managing change projects is highlighted. By defining clear objectives and measurable
outcomes, HR leaders can ensure alignment, accountability, and ownership
throughout the project team. Besides, the different project management models such
as agile, waterfall, lean, and hybrid are discussed, each with its own strengths and
suitability for specific types of projects. HR leaders are encouraged to choose the right
model based on project requirements and objectives, ensuring successful change
implementation, and develop a flash report to track project status.

The workshop also focus is on the importance of effective leadership and


project management in driving successful change initiatives within HR through the
benchmark best practices, such as John Kotter's eight-step process from "Leading
Change" is highlighted as a comprehensive framework for managing change. In
addition, the importance of understanding one's personality style in project
management is emphasized. Key leadership principles, such as communicating a clear
vision, zooming in on critical details, overcoming resistance to change, and embracing
Murphy's Law, are discussed.
Explain how HR can build a supportive team to effectively implement
change initiatives.

These steps and examples provide a comprehensive guide for HR


professionals to build a supportive team and effectively implement change initiatives
within an organization. Includes understand the change and grasp the purpose, goals,
and impact of the change, and create a change management plan, and engage
influential employees as advocates and role models. There must be a transparent
communication channels to keep employees informed. Besides, equip employees with
necessary skills and knowledge through tailored programs and proactively address
concerns and resistance through open dialogue. Then encourage involvement and seek
feedback to make employees feel valued. Finally, continuously track progress and
make adjustments as needed and assess impact, identify lessons learned, and refine
practices for future initiatives.

What steps are involved in planning a change management project plan,


and how can unexpected challenges be addressed?

Change management is the process of orchestrating transitions within an


organization, ensuring they occur smoothly and effectively. It's not merely about
instigating changes; it's about executing them in a manner that minimizes disruption,
optimizes efficiency, and maintains widespread acceptance. At the core of this
process lies the change management plan, a comprehensive document delineating
how the organization will navigate through transformations. This plan encompasses
crucial steps such as defining the scope of the change, identifying stakeholders,
allocating responsibilities, establishing timelines, budgeting resources, measuring
success metrics, and meticulously documenting every facet of the transition.
Furthermore, regular reviews and updates to the change management plan ensure its
relevance and effectiveness as the organization progresses through its transformation
journey.
Evaluate the importance of effective change management in driving HR
strategy and organizational success. Provide two real-life examples to support
your evaluation.

Effective change management plays a pivotal role in driving HR strategy and


organizational success by providing a structured approach to navigating through
transitions. A well-developed change management plan ensures that everyone
involved understands the objectives, processes, and responsibilities associated with
the change, thus minimizing resistance and promoting alignment. By enhancing
employee engagement, change management encourages active participation and
commitment to organizational goals, fostering a culture of ownership and
collaboration. Moreover, it helps minimize disruptions to daily operations by ensuring
that the transformation is executed seamlessly and efficiently. Additionally, effective
change management maximizes return on investment by ensuring that resources are
utilized optimally and that desired outcomes are achieved. Through open and
transparent communication, change management facilitates understanding and buy-in,
mitigating uncertainty and apprehension among employees. Furthermore, it facilitates
cultural alignment by aligning the transformation with the existing organizational
culture, values, and norms. Lastly, change management supports skill development by
identifying and addressing skill gaps, providing training and development
opportunities to empower employees to adapt to new processes, systems, and
technologies effectively.

Examples:

In 2020, Microsoft embarked on a change strategy aimed at integrating sales


automation tools to streamline tracking of sales and operations across regions and
roles. Recognizing the limitations of the existing system, which lacked automation
and posed challenges such as data misalignment and compliance issues, Microsoft
was determined to address these obstacles. However, even at a tech giant like
Microsoft, resistance to change among employees was anticipated. To navigate this
transition effectively, Microsoft identified and documented key blockers of change,
enlisted champions from within the organization to drive adoption, and held regular
sessions to prioritize project needs. Action plans were deployed in critical areas such
as delivery, adoption, and business readiness, while structured feedback channels
were established to gather input from end-users. Leveraging best practices from
Prosci's ADKAR model, Microsoft
created a dynamic environment conducive to continuous improvement and tailored
the platform to meet the evolving needs of its employees.

Another example is the Booking.com successfully transitioned from Office


365 to Google Workspace, aiming to establish a unified platform for working and
collaborating across the organization. Recognizing the importance of effective
planning and communication, the operations team in the UK conducted a review and
deployment planning workshop to set project expectations and define roles. Early
adopters were appointed to champion Google Workspace and facilitate adoption
among their peers. To gauge employee readiness and address potential concerns, a
survey was rolled out to gather feedback. Additionally, a comprehensive training
program was designed to empower employees with the necessary skills to leverage
Google Workspace features at their own pace, ensuring a smooth transition and
maximizing user adoption.

Conclusion:

In conclusion, planning a change management project plan is a pivotal


endeavor for organizations, especially within the HR department, seeking to enact
process improvement initiatives. The success of such efforts crucially depends on
establishing a clear alignment between improvement endeavors and broader
organizational objectives, often challenged by resistance and skepticism from
stakeholders. To overcome these obstacles and secure buy-in for change initiatives,
strategic approaches such as aligning improvements with business strategy,
constructing robust business cases, and effectively communicating and personalizing
the benefits of change are essential. This assignment has explored change
management for HR, discussed how to build a supportive team for change initiatives,
outlined the steps of planning a change management project plan, and evaluated the
importance of effective change management in driving HR strategy and
organizational success. By adopting these strategies and recognizing the significance
of change management, organizations can navigate the complexities of change
implementation and drive positive outcomes in their HR strategies and organizational
performance.
The certificates:
References:

Badow, A. (2023). How Human Resources Professionals Implement


Organizational Change Management Practices in Ten Steps. [online]
Available at: https://www.linkedin.com/pulse/how-human-resources-
professionals- implement-change-management-badow/.

Guthrie, G. (2022). How to create a change management plan (and get it


right!). [online] Nulab. Available at: https://nulab.com/learn/project-
management/how-to-create-a-change-management-plan/.

Shrm Labs. (n.d.). Part 1: Mastering HR-Led Transformations: The Crucial Role
of Change Management. [online] Available at:
https://www.shrm.org/in/labs/pulse/mastering-hr-led-transformations-the-
crucial-role-of-change- management#:~:text=Change%20management
%20fosters%20a%20sense

Karpenkova, A. (2022). 9 Examples of Effective Change Management in 2023 -


Whatfix. [online] The Whatfix Blog | Drive Digital Adoption. Available
at: https://whatfix.com/blog/change-management-examples/.

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