Change

Management

By Prof. Teena Bharti

What is change?

– The process of causing a function, practice or thing to become

different from the existing and the present form.
Types of environment or factors that
leads to change:
• External factors/environment
• Internal factors/environment
Importance of Change
 Level of Change
• The change is reflected in such developments as changes in the job
assignment, physical move to different location or changes in the maturity
Individual
Level Changes of individual over time.

• The changes occur at group level i.e. the activities in the organizations are
generally organized in terms of groups. This affects the work-flow, job
Group Level
Changes design, social organization, communication pattern and status system.

• The changes at this level involves major programmes that affect both
Organisational individuals and groups, generally made by the senior management.
Level Changes
Proactive v/s Reactive change
Models of change management
1. Mckinsey 7s
model of change
Management
Contd…
Contd…
 ADKAR MODEL by Jeffrey Hiatt

• The ADKAR model

helps individuals process
change through clearly
defined stages that
enable them to both
understand and accept
the changes at hand.
Five Activities Contributing to Effective Change
Management
CAREER PLANNING AND
SUCCESSION PLANNING
concept of career

– A career comprises of a series of work related activities, that offer

continuity, order and meaning to a person’s life. The underlying idea
behind a career is that a person can shape his destiny through a number
of well planned and well timed, positive steps. The success of one’s
career, therefore, depends on the individual more than anything else
Career: Important features
 A career develops over time
 The success of one's career depends, most often, on one's own careful
planning and timely steps taken at a right time
 The important element in one's career is experiencing psychological success.
The typical career of a person today would probably include many positions and
transitions.
11-5

Career stages
 Exploration: the transition that occurs in mid-twenties as one looks at work
after college education, seeking answer to various questions about
careers from teachers, friends etc.
 Establishment: this is the stage where one begins the search for work, picks
up the first job, commits mistakes and learns thereafter.
 Mid-career: Between 35 and 50 one is typically confronted with a plateaued
career, where your maturity and experience are still valued but there is the nagging
feeling of having lost the initial fire in the belly
 Late career: This is the stage where one relaxes a bit and plays an elderly
role, offering advice to younger ones as to how to avoid career mistakes and grow
continually.
 Decline: This is the stage where one is constantly reminded of retirement,
after a series of hits and misses.

Career And Succession Planning

11-11

Career planning
Career planning is the process by which one selects career goals and the path to
achieve those goals. Career planning, it should be noted here, is a prerequisite to
effective human resource planning.

Why career planning?

Career planning seeks to meet the following objectives
 Attract and retain talent
 Use human resources properly and achieve greater productivity
 Reduce employee turnover
 Improve employee morale and motivation
 Meet the current and future human resource needs of the organization

Career And Succession Planning

11-26

Succession Planning

The basic purpose of succession planning is to identify and develop people

to replace current job holders in key positions. Through succession
planning organisations ensure a steady flow of internal talent to fill
important vacancies. Succession planning encourages “hiring from within”
and creates a healthy environment where employees have careers and not
merely jobs. It should be noted here that career planning (which covers
executives at all levels), by its very nature, includes succession planning
(which covers key positions at higher levels).

Career And Succession Planning

11-28

Succession Management
Succession management focuses attention on creating and stocking pools of candidates
with high leadership potential. It assures that key people are not just identified but also
nurtured and developed into future leadership roles

Steps in succession management

 Identifying the shortage of leadership skills and defining the requirements
 Identifying potential successors for critical positions
 Coaching and grooming the 'star performers'

The interesting case of BAJAJ AUTO

 Arm your successor
 Begin at the edges
 Start succession early
 Prepare the organization.

Career And Succession Planning

TALENT MANAGEMENT
Introduction

– Talent management is a constant process that involves attracting and

retaining high-quality employees, developing their skills, and
continuously motivating them to improve their performance.
– Also, Talent management is the systematic process of identifying the
vacant position, hiring the suitable person, developing the skills and
expertise of the person to match the position and retaining him to
achieve long-term business objectives.
– The primary purpose of talent management is to create a motivated
workforce who will stay with the company in the long run. The exact
way to achieve this will differ from company to company.
Model of Talent Management
Contd…

1.Planning: Planning is the initial step in the process of Talent Management. It

involves the following:
•Identifying the human capital requirement.
•Developing the job description and key roles.
•Proposing a workforce plan for recruitment.
2.Attracting: Deciding whether the source of recruitment should be internal or
external and seeking for the suitable individuals to fill in the vacant positions
through:
•Job Portals such as Naukri.com, Timesjob.com, etc.
•Social Network such as LinkedIn and Twitter.
•Referrals.
3.Selecting: Recruiting and selecting the personnel. It involves the following
steps:
•Scheduling written test and interviews.
•Scrutinizing the most suitable candidate for the profile.
 4.Developing: In this stage, the employee is prepared according to and for the
Contd… organisation and the profile. Following are the steps involved in the process:
•Carrying out an onboarding programme or an orientation programme.
•Enhancing the skills, aptitude and proficiency of the personnel to match the
profile.
•Counselling, guiding, coaching, educating, mentoring employees and job
rotation.
5.Retaining: Employee retention is essential for any organisational existence and
survival. Following are the ways of employee retention:
•Promotions and increments.
•Providing opportunities for growth by handing over special projects.
•Participative decision making.
•Teaching new job skills.
•Identifying the individual’s contribution and efforts.
6.Transitioning: Talent management aims at the overall transformation of the
employees to achieve the organisational vision. It can be done through:
•Retirement benefits to employees.
•Conducting Exit interviews.
•Succession Planning or Internal Promotions.
Contd…
– Recognition: Recognising employees’ contribution and their work on individual
grounds, boost up self-confidence in them.
– Remuneration and Reward: Increasing pay and remuneration of the employees as
a reward for their better performance.
– Providing Opportunities: Giving the charge of challenging projects to the
employees along with the authority and responsibility of the same, makes them
more confident.
– Role Design: The role of employees in the organisation must be designed to keep
them occupied and committed, it must be flexible enough to inculcate and adapt to
the employee’s talent and knowledge.
– Job Rotation: Employees lack enthusiasm if they perform the same kind of work
daily. Thus, job rotation or temporary shifting of employees from one job to
another within the organisation is essential to keep them engaged and motivated.
– Training and Development: On the job training, e-learning programmes,
work-related tutorials, educational courses, internship, etc. are essential to
enhance the competencies, skills and knowledge of the employees.
– Succession Planning: Internal promotions helps identify and develop an
individual who can be the successor to senior positions in the organisation.
– Flexibility: Providing a flexible work environment to the employees makes
them more adaptable to the organisation and brings out their creativity.
– Relationship Management: Maintaining a positive workplace where
employees are free to express their ideas, take part in the decision-making
process, encourage employees to achieve goals and are rewarded for
better performance leads to employee retention.
– Self-motivation: Nothing can be effective if the employee is not self-
determined and motivated to work.
THANK YOU