MODULE 8 METHODS TO DETERMINE WHETHER CHANGE IS NECESSARY

Presented by: Shilpi kumari

Methods to Determine whether change is necessary

Viewing training from a systems perspective means that companies and trainers need to understand both internal and external environments They need to understand the effectiveness and efficiency of current training practices They need to be aware of other companies practices to ensure that their training practices are the best possible

Methods to Determine Whether Change is Necessary: Benchmarking

Benchmarking provides information about other companies practices Trainers need to take several things into account when benchmarking: - Information about internal processes must be gathered to serve as a comparison for best practices - The purpose of benchmarking and the practice to be benchmarked must be clearly identified - Upper-level management needs to be committed to it - Quantitative and qualitative data should be collected

Example: Benchmarking Practices

Identify what is to be benchmarked Identify comparable companies Determine data collection methods and collect data Determine current performance levels Project future performance levels Communicate benchmark

Cont

Benchresults and gain acceptance Establish functional goals Develop action plans Implement action plans and monitor progress Recalibrate marks

Methods to Determine Whether Change is Necessary: Process Reengineering

Process reengineering provides information about the effectiveness and efficiency of training systems within the company Trainers need to understand their current training practices and processes and evaluate them to determine what should be changed Reengineering is critical to ensuring that the benefits of new training and development programs can be realized

Methods to Determine Whether Change is Necessary: Process Reengineering

Reengineering is important when trying to: Deliver training using new technology Streamline administrative processes and improve the services the training department offers Review the training department functions Review a specific training program or development program practice

Cont.
Reengineering involves four steps:
Identify the process to be reengineered
Understand the process Redesign the process Implement the new process

The Reengineering Process

Identify the Process to Be Reengineered

Understand the Process

Redesign the Process

Implement the New Process

Feedback

Key issues in implementing change

4. Using Training To Explain New Tasks

1. Overcoming Resistance To Change

3. Shaping Political Dynamics

2. Managing The Transition

Overcoming Resistance to change : resistance to changes involves employees behavior , designed to discredit, delay or prevent to changes introduced for the development of the organization. Managing the transition : it is the process of moving from the present state to desired stage. Shaping Political Dynamics: Manager need to seek the support of key power groups including formal or informal leaders.

Cont.
Using training to explain new tasks:
Managers and employees need to be trained to deal with new system whether they involve job redesign, performance management, selection systems or new technology.

Managers Misconceptions About Training

Training is not valuable Training is an expense, not an investment Anybody can be a trainer Training is the responsibility of the trainers