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Table 13.4 - Steps in a Change Process

Table 13.4 - Steps in a Change Process

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Methods to Determine Whether

Change is Necessary

 From a systems perspective, companies

and trainers need to:

understand both internal and external

environments.

understand the effectiveness and efficiency of

current training practices.

be aware of other companies’ practices to

ensure that their training practices are the

best possible.

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Methods to Determine Whether

Change is Necessary (cont.)

 Benchmarking provides information about

other companies’ practices.

 Process reengineering provides

information about the effectiveness and

efficiency of training systems within the

company.



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Figure 13.3 - The Reengineering

Process



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Key Issues in Implementing

Change

 Organization development is a

planned, systematic change process that

uses behavioral science knowledge and

techniques to improve companies’

effectiveness by improving relationships

and increasing learning and problemsolving capabilities.



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Key Issues in Implementing

Change (cont.)

 Change management - process of

ensuring that new interventions such as

training practices are accepted and used

by employees and managers.

 The change management process

involves:

Overcoming resistance to change.

Managing the transition to the new practice.

Shaping political dynamics.

Using training to make change stick.

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Table 13.6 - Managers

Misconceptions about Training



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Key Issues in Implementing

Change (cont.)

 Change interventions

Survey feedback - collecting information

about employees’ attitudes and perceptions

using a survey, summarizing the results, and

providing employees with feedback to

stimulate discussion, identify problems, and

plan actions to solve problems.

Process consultation - a consultant works

with managers or other employees to help

them understand and take action to improve

specific events that occur at work.

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Table 13.4 - Steps in a Change Process

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