methods to determine whether change is necessary

7/31/2019 Methods to Determine Whether Change is Necessary

1/14

MODULE 8

METHODS TO DETERMINE

WHETHER CHANGE IS

NECESSARY

Presented by:

Shilpi kumari


2/14

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 practicesto ensure that their training practices are the best

possible


3/14

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


4/14

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


5/14

Cont

Benchresults and gain acceptance

Establish functional goals

Develop action plans

Implement action plans and monitor progress

Recalibrate marks


6/14

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


7/14

Methods to Determine Whether Change is Necessary:

Process Reengineering

Reengineering is important when trying to:

Deliver training using new technology

Streamline administrative processes and improvethe services the training department offers

Review the training department functions

Review a specific training program or

development program practice


8/14

Cont.

Reengineering involves four steps:

Identify the process to be reengineered

Understand the process

Redesign the process

Implement the new process


9/14

The Reengineering Process

Identify the

Process to Be

Reengineered

Understand theProcess

Feedback

Redesign theProcess

Implement theNew Process


10/14

Key issues in implementing change

1. Overcoming Resistance

To Change

2. Managing The Transition3. Shaping Political

Dynamics

4. Using Training To

Explain New Tasks


11/14

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.


12/14

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.


13/14

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


14/14

methods to determine whether change is necessary

Documents