| Topic : Strategic HRM Is The Need Of The Hour.... |
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Activity:
66 views;
last activity : 11 15 2010 06:24:26 +0000
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Include Management Games
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Five enablers
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Regular Evaluation
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POSITIVE REINFORCEMENT
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1 and 2
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Don't try to change people
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HOW TO BRING BEHAVIOUR CHANGE
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Change directed by specific goals
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Include Management games
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collective responsibility for change
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personal ego management
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BEHAVIOURAL EVENT INTERVIEW
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ACCEPT CHANGE
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By doing so the company can make the employees to learn the changes & implement them. Thus the employees learn faster & respond quickly. So, the fun element is added to learning process. |
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When a serious change is to be implemented, it is better to apply the change to a case transparently so that employees see the benefit in going that route. Transparency provides the knowledge about the pros and cons of the change. These then needs to be explained to the employees by highlighting both, again transparently, emphasizing the advantages and openly discussing the problems encountered. This fosters a sense of participation, ownership in the change. Once ownership sets in, soon it will become the way of working.
Change management is at once a difficult subject. Its impact on the existing system must be carefully assessed and a risk plan made. The possible risks must be mitigated and then the change implemented.
Once implemented, the impact of change or the acceptability if you will, must be gauged by including this in the performance review of each employee and quizzing him on his views of the change. This will provide you with the feedback necessary for fine tuning the4 implementation.
If you need any literature on change management, drop a line and i will assist.
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There are 5 things that has to be put in place in the right order: 1. Create ownership to the change in the leader team 2. Create following and achoring among the interest groups 3. Realize development projects 4. Train people and implement 5. Go to operations with continuous learning processes Behaviour is a social matter not an individual effort! So you need five enablers, not a recipe. |
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HR practitioners should see to what extent employees have digested the changes. They should monitor their behaviour & take regular feedback's. Thus regular evaluation can make the process much better & easy. |
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Management should add a positive reward as a reinforcement to the desured behavioural change. Because with a reward, it can be expected that human resource can reflect the desired change.A fomous theory named "Operant Conditioning"is given by a scientist O.F. Skinner in this regard.
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Both these can have better implications, however, the real revolution comes from within an individual and no outsider can be of rel help, unless the individual wants to change.
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It's wrong to try to change someone according to your desires. If a person is desisting, he is showing you what is wrong with the system and the mindsets.
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Natural justice is said to be done when noble are rewarded & the wicked are punished. This theory of rward & reprimand goes a long way to bring behavioural changes.
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Change is inevitable in the ever changing world. The tastes and interests of a person go on change as he grows older. He can not resist change. In the same fashion, change is inevitable at work place. The organisations and individuals should understand and imbibe such change. If you resist such change, you are going to become obsolete. Growth lies in learning continuously. One who digests this hard fact, will invite the change proactively. Resisting the change comes from ignorance.
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Vision enters the human brain faster than the words, Games are seeding the employee, which will change them over a period of time.
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there needs be collective awareness for the need for change, new agreed upon behavioural norms followed voluntarily gradually enforced as policy, reinforcement of change through collective sharing and recognition, exemplary hange starting from the collective leadership team - the collective values, beliefs, attitudes, behaviours, impact on business and organisation and the self needs to be clinically introspected upon collectively under facilitated conditions without cynicism or blame and evolving acceptable new group norms to be practiced collectively achieving the felt need for change in a reasonable time frame. running training mills with the leadership team keeping aloof and not participating in the processes just sanctioning budgets and trying to measure the ROI in the boardroom may not just work as effectively leading to collective frustration and snapping the change process on the grounds of metrics. managing change is a leaderhip process carrying people along building the collective consciousness gently and caringly providing inspiration, direction, example, and reinforcement and recognition. regards/kshantaram
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change has to come from within. the person should be carried along. the ego of the persuader is also a factor - if the changee can let the to-be-changed accept the credit for the idea, may be he may be more willing. but the changee wants all the credit..therein lies the rub
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BEHAVIUORAL EVENT INTERVIEWS (BEI) to be added in apprisal process so as to cater expected changes in the task orieted structure of all the employees based on the competency development plan prepared in the PMS process.
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A person convinced against his will is of the same opinion still is the saying.Individuals should be made to come forward to accept the change in the larger interest of the organisation. |
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