Business change management is a structured approach to implementing change in an organization. This may encompass addressing training needs, appointing “change agents,” supporting people across the organization, and setting specific success criteria.
These are the questions DAS HR Consulting asks businesses before beginning the change process:
- Who raised the change?
- What is the reason for the change?
- What return is required from the change?
- What are the risks involved in the change?
- What resources are required to deliver the change?
- Who handles the “build, test, and implement” portion of the change?
DAS HR uses the McKinsey 7S Change Model when embarking on any change initiative.
The McKinsey 7S Change Model
When working with this model, the following questions will help us determine the best course of action for your organization:
- Strategy—How does this change to link up to company strategy, and how will it affect that strategy?
- Structure—Will the organizational structure need to be changed?
- Systems—Which systems across the organization will be impacted, e.g., IT, HR?
- Style—What style of leadership will be adopted to manage this change?
- Staff—What general capabilities will people need after the change is introduced?
- Skills—What specific skills will people require when change is introduced?
- Shared Values—What values/culture is necessary to make the change work?
A successful Human Resource strategy supports the business’s overall management plan to align its human capital with its business activities. This strategy sets the direction for all the key areas of HR, including hiring, performance appraisal, development, and compensation. Here is the strategic process DASHR Consulting uses to implement change.
If you or your organization has questions about Business and HR Strategy, contact us for a complimentary consultation.