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Managing Change Human Resource Development Employee well Being and Satisfaction Work Systems Training
MANAGING CHANGE
Managing Change :
Forces of Change :
External Forces
Market Place Govt. Laws and Regulations Technology Labor market Economic Change
Internal Forces
Changes in Organizational Strategies Workforce change New Equipment Employee Attitude
Chaos
Types of changes :
Tuning
The most common, least intense, and least risky type of change.
Also known as preventive maintenance and kaizen (continuous improvement). Key is to actively anticipate and avoid problems rather than waiting for something to go wrong.
Adaptation
Incremental changes that are in reaction to external problems, events, or pressures
Types of changes :
Re-Orientation
Change that is anticipatory and strategic in scope and causes the organization to be significantly redirected.
Also called frame bending(Nadler and Tushman).
Re-Creation
Intense and risky decisive change that reinvents the organization.
Also called frame breaking (Nadler and Tushman).
Surprise
Unannounced significant changes threaten employees sense of balance in the workplace.
Inertia
Employees have a desire to maintain a safe, secure, and predictable status quo.
Poor Timing
Other events can conspire to create resentment about a particular change.
Lack of Trust
Promises of improvement mean nothing if employees do not trust management.
Fear of Failure
Employees are intimidated by change and doubt their abilities to meet new challenges.
Personality Conflicts
Managers who are disliked by their managers are poor conduits for change.
Competing Commitments
Change can disrupt employees in their pursuit of other goals
Managing Change :
Structure
Work Specialization, Departmentalization, Chain of Command, Span of Control, Formalization , Job Redesign
Technology
People
A set of systematic and planned activities designed by an organization to provide its members with the necessary skills to meet current and future job demands.
Objectives :
Develop human resource of the company continuously for better performance to meet objectives. Provide opportunity for development of different level of employees. suitable need based training programs Prepare newly inducted staff to perform their work with high level of competency and excellence. Meet social obligations of industry to contribute towards the excellence of technical and management education.
HRD Functions :
Providing skill input to apprentices and trainees Identifying training needs and imparting training Outside deputation for competency enhancement Competency mapping Organisational development activities Conducting sessions and workshops Training and development (T&D)
Implementing a new policy Implementing a strategy Effecting organisational change Changing an organisations culture Meeting changes in the external environment Solving particular problems
HRD can be a platform for organisational transformation, a mechanism for continuous organisational and individual renewal and a vehicle for global knowledge transfer.
TECHNOLOGICAL CHANGES Technological change creates requirements for training and development
Organisations that work in less time will have a competitive advantage. A customer and quality focus will permeate tomorrows superior organisation. The arena for an organisations planning and action will be global. Business strategies now depend on quality and versatility of the human resource. Work structure and design will change dramatically.
Social attitudes, legal requirements, industrial relations and so on generate training and development needs. They demand new skills in the workplace
New Thinking
People design and
process Process requires external control Managers have to control what people do
improve processes
Employee Satisfaction :
Employee satisfaction is the terminology used to describe whether employees are happy and contended and fulfilling their desires and needs at work. Many factors support that employee satisfaction is a factor for employee motivation, employee goal achievement and positive employee morale in workplace
WORK SYSTEMS
What is Training.
Training is the process of altering employee behavior and attitudes in a way that increase the probability of goal attainment.