Human Resource

Information Systems

Prof. Shubhamoy Dey

Change Management
Three Phases of Change

Current Transition Future

State State State
Current State
⚫ Employees generally prefer the current state

Current Transition Future

State State State
Future State
⚫ The future state is unknown to the employee.

Current Transition Future

State State State
Transition State
⚫ The transition state creates stress and anxiety

Current Transition Future

State State State
Kübler-Ross Model of Grief
How do we manage it?
⚫ What is change management?
⚫ How do we manage change from both the
individual and organizational perspective?
⚫ How do we manage readiness?
What is
Change Management?

A structured process and set of tools

for leading the people side of change.
 Understanding Impact of
Change on Everyday Jobs
CM Impact Index Group 1 Group 2 Scale
Overall impact on their day to day work 1 3 0 = Little or no impact
Amount of change to their work processes 1 3 1 = less than 25% impact
Amount of change to systems or tools they use 2 2 2 = less than 50% impact
Amount of change to job roles or responsibilities 0 1 3 = less than 75% impact
Other 0 0 4 = 100% impact
Impact Index 20% 38%
80% 63%

Degree of Impact

Group Name Group 1 Group 2

Blending Organizational and
Individual Approach
⚫ At an organizational level
⚫ Using a structured change management approach
⚫ Engaging sponsors in the change process

⚫ At an individual level
⚫ Building change competency of managers and supervisors
⚫ Equipping employees to have the right conversations about
change and how the change impacts them
 Phase 1 – Preparing for change
Define your change
management strategy

Prepare your change

management team

Develop your
sponsorship model

Phase 2 – Managing change

Comprehensive Develop change management plans

Change Take action and implement plans

Management
Approach
Phase 3 – Reinforcing change

Collect and analyze feedback

Diagnose gaps and manage readiness

Implement actions and

celebrate successes
 Phase 1 – Preparing for Change –
assesses the current state and prepares
for the transition.

Phase 1 Preparing for change

Assessing the Creating a change
Define your change Sizing the change
management strategy
organization management strategy

Prepare your change

management team

Assessing team Preparing the change

Develop your sponsorship model Acquiring resources
competencies management team

Phase 2 – Managing change

Developing sponsor
Develop change management plans Identifying sponsors Assessing sponsor
models and enabling
and stakeholders competencies
sponsors
Take action and implement plans

Phase 3 – Reinforcing change

Collect and analyze feedback

Outputs:
Sizing the change profile
Diagnose gaps and manage readiness
Organizational attributes profile
Implement actions and
Change management strategy guidelines
celebrate successes Change management team structure
Sponsor structure and responsibilities
 Phase 1 Preparing for change
Define your change
management strategy

Prepare your change

Desired outcomes
management team
Awareness

Organizational attributes
Develop your sponsorship model

Change characteristics
Desire
Phase 2 Managing change A
Develop change management plans D Customized
Knowledge activity
Take action and implement plans
K design
A
Ability
Phase 3 Reinforcing change
R
Collect and analyze feedback
Reinforcement

Diagnose gaps and manage readiness

Implement actions and

celebrate successes

Outputs:
Communications plan
Supervisory coaching plan
Training plan
Phase 2 -- Managing Change -- can be linked Readiness management plan
to the transition phase. Sponsor roadmap
Project team activities
Master schedule
Phase 1 Preparing for change
Define your change
management strategy
Phase 3 – Reinforcing Change -- provides
Prepare your change
management team
a framework for assessing and reinforcing
progress within the future state.
Develop your sponsorship model

Phase 2 – Managing change

Develop change management plans

Take action and implement plans Assessing

Auditing compliance
effectiveness Analyzing change
Listening to employees
with
of new
new processes,
processes, management
and gathering feedback
systems and roles effectiveness
Phase 3 – Reinforcing change

Collect and analyze feedback

Identifying
Identifying root
root causes
causes Enabling sponsors and
Developing action
Developing corrective
plans
and to
related pockets of
readiness coaches to manage
action plans
Diagnose gaps and manage readiness resistance resistance
readiness

Implement actions and

celebrate successes
Celebrating early Conducting “After action
Implementing action
corrective
plans
successes and reviews” and
action
reinforcing the change transferring ownership
 Phase 1 – Preparing for change
Define your change
management strategy

Prepare your change

management team

Develop your
sponsorship model

Phase 2 – Managing change

Comprehensive Develop change management plans

Change Take action and implement plans

Management
Approach
Phase 3 – Reinforcing change

Collect and analyze feedback

Diagnose gaps and manage readiness

Implement actions and

celebrate successes
ADKAR is useful for individual change
management between supervisor and
employees.

Awareness

Desire

Knowledge

Ability

Reinforcement
 ADKAR

⚫ Awareness of the need for change (why).

⚫ Desire to support and participate in the change
(our choice).
⚫ Knowledge about how to change (the learning
process).
⚫ Ability to implement the change (turning
knowledge into action).
⚫ Reinforcement to sustain the change
(celebrating success).