CHANGE MANAGEMENT

Submitted to:(Prof. Priti Marwah)

Subject name: human resource management

Submitted by: Hashmi Sutariya
Division –A
Roll no:33
Institute name: S.K.Patel Institute of Management
Introduction to change management

• Change management is the process , tools and

techniques to manage the change in processes and
technological implementation.
• To achieve the required outcomes, and to realize
the change effectively within functional domains
and enterprise wide systems.
• Only if organizations and individuals within
organization learn ,they will able to master a
positive change.
Definition of change management
 change management is the process of developing a
planned approach to change in organization.
 It’s most common uses are in IT management ,
strategic management , and process management.

“Nothing is permanent
Except the change?”
Advantages of change management

 It may lead to increase efficiency &productivity.

 It lead to improvement in quality.
 It may lead to more profitability.
 And through changes reduce the complexity in
organization. If the employees work and
responsibility was not properly allocated then, it’s
change to make simple structure so, it’s should
need to change.
Managing organizational Change and development

• What to change?
• Strategy: mission &vision
• Culture: new corporate values
• Structure: departmental structure ,co-ordination, span
of control , reporting relationships, tasks, decision-
making procedures
• Technologies: new systems and methods
• Employees: changes in employee attitudes and skills
Overcoming resistance to change
 What causes resistance?
• All behavior in organizations is a product of two
kinds of forces –those striving to maintain the
status quo and those pushing for change.
 Lewis's change process
• Unfreezing: reducing the forces striving to
maintain the status quo.
• Moving: developing new behaviors ,values ,and
attitudes , sometimes through structural changes.
• Refreezing: reinforcing the changes.
 Overcoming resistance to change:
• Change initiatives
• Political campaign: creating a coalition strong enough to
support and guide the initiative.
• Marketing campaign: tapping into employees’ thoughts
and feelings and also effectively communicating message
about the prospective program’s theme and benefits.
• Military campaign: deploying executive's scare resources
of attention and time to actually carry out the change.
How to lead change
1. Establish a sense of urgency.
2. Mobilize commitment though joint diagnosis of problems.
3. Create a guiding coalition.
4. Develop a shared vision.
5. Communicate the vision.
6. Help employees to make change.
7. Generate short-term wins.
8. Consolidate gains and produce more change.
9. Anchor the new ways of doing things in the company’s culture.
10. Monitor progress and adjust the vision as required.
 Using organizational development
• Organizational development
• A special approach to organizational change in which
employees themselves formulate and implement the
change that’s required.
 Usually involves action research
 Applies behavioral science knowledge.
 Changes the attitudes , values, and beliefs of
employees.
 Changes the organization in a particular direction.
Examples of OD interventions
Human process Human resource management
 T-groups  Goal setting
 Reward system
 Team building
 Career planning and
 Intergroup relations
development
 Process consultation
 Managing workforce

Techno structural diversity.

 formal structural change strategic
 Total quality management
 Integrated strategic
management
 Work design
 Culture change
 Quality circles
 Self-designing organizations
Thank You