Changes made to enhance the quality of the end result are spot-on. Nevertheless, do watch out for any modifications you might be making to appease the stakeholders since these will weaken the overall change process.
Holler if this scenario sounds familiar! You are the HR Manager of theorganisation; growth is becoming the biggest challenge, it is tough to understand the market and visualise what it takes to move the needle. The business teams have explored a few things, but after a mini jump, the sales trends fall back to a familiar and unexciting line. The investors are waiting and the pressure is mounting. Extensive brainstorming and market research is pursued, and ah-ha, you finally witness a significant breakthrough! Everyone involved in the decision making is convinced, and, you go all guns blazing to make this change transpire fast.
Institutional changes in terms of technology, processes and systems are required to bring this paradigm shift. The Management acknowledges that the entire organisation needs to alter the way things are done for such a change to be successful, so no one is leaving any stone unturned. The CEO has held management meetings to percolate the strategy, the plan, and the way forward. To gain commitment, HR ensured that all the line managers underwent training and also conducted brown bag sessions for employees to understand the plan and alleviate any doubts. You have put posters and slogans throughout the office to build enthusiasm and excitement.
Success was eagerly anticipated … but it did not materialize! Barring a few pockets of change and excited discussions in meetings, business on the ground went on as usual. Slowly, the discussions too abated. Murmurs behind the back were galore - "This was bound to happen. If this was such a great plan, how is it that not even a single team implemented it in entirety? This is not what is required to succeed. What's so wrong with the way things are right now? Something needs to change but not this way!" Who would bell the cat on why the change did not succeed?
この記事は Human Capital の June 208 版に掲載されています。
7 日間の Magzter GOLD 無料トライアルを開始して、何千もの厳選されたプレミアム ストーリー、9,000 以上の雑誌や新聞にアクセスしてください。
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この記事は Human Capital の June 208 版に掲載されています。
7 日間の Magzter GOLD 無料トライアルを開始して、何千もの厳選されたプレミアム ストーリー、9,000 以上の雑誌や新聞にアクセスしてください。
すでに購読者です? サインイン
Continuous Learning For Growth
Of late, for organizations particularly in the service sector, people have become the strategy. And, if that is the case, the Learning and Development (L&D) department in organizations, and the industry in general, is likely to witness significant growth in 2017 and the years thereafter.
Creating Open Spaces And Minds
As the boundaries of life between work and home continue to blur, employers and employees are sitting up and are noticing the ways and means to offer and avail a worthwhile experience at the workplace.
Striking The Right Balance
In 2017, an employee in the HR Department of a leading global company received an excel sheet attachment in his official mail. While the content seemed harmless, it was in fact a well disguised Ransomware attack which had in fact placed several companies worldwide in the dock. Ransomware attacks targeting HR departments across the globe have since been in vogue since they possess valuable employee data which can be used to commit crimes such as tax frauds and the like.
The Multifaceted Advantages Of AI
AI can speed and automate data collection, make fundamental observations, systemize HR issues, and differentiate customer and employee profiles. But, corrective measures and final decisions can only be approved by people who can understand how to leverage AI tools to acquire accurate information sans the noise and interpret them the right way.
Engagement Surveys: A Means Or An End?
Surveys are not merely a way to check the pulse of the organisation; they should ideally be used as vehicles to improve the organisation culture, people practices and employee experiences which gradually translate into business success.
What Is And What Needs!
The idea of the best fit works only in a perfect universe. In reality, what talent specialists and hiring managers should focus on is getting the close fitment. They should work with an approach that bridges the gap between what is (available) and what needs to be (done).
A Matter Of Strategic Timing!
The term 'work-life balance' has become a popular chant for all working professionals today. A world of different opinions continue to pervade our lives, with one actually affirming that there truly is no direct relationship between the parallel worlds we live in.
Picture Out Of The Frame
A few months ago, Moon Jae-in, the President of South Korea, made an unusual announcement.
Analysis
It is paramount for a pharmaceutical company to meet the business requirement of regulatory compliance.
How Can They Fire Her?
It is a common phenomenon in the corporate landscape to misinterpret the inability to respond to a query by a Manager as a serious lapse which at times leads to termination of his/her services. As a fallout, not only do they risk losing out a person with superior managerial skills, they also dampen the spirit of the juniors in her department, leading to sinking morale and reduced engagement.
