Services to help manage change
Impact Analysis
Every organisation is unique. Consequently, from one organisation to another, the key issues to be addressed when managing the change process will differ: there can be no prescriptive approach. The purpose of the Impact Analysis is to provide for each specific programme an analysis of the impact of the change on the organisational framework and the people within it. Critical areas need to be identified and appropriate elements built in the programme design to address all these areas and ensure that the change process is effected successfully.
Organisational Review
Today’s technology provides the scope to challenge many aspects of the way enterprises organise and structure themselves. The appropriateness of traditional internal divisions and boundaries can be questioned in the light of the new potential for faster and more complex flows of information. The review may range from radical consideration of staff locations and job roles to subtle changes in areas of responsibility.
Procedural Change Review
The envisioned benefits of change can typically only be realised by means of a detailed procedural change review. This review ensures that the implementation takes place with the business context to the fore.
Communication Strategy
The key to effecting successful change is the way that information about aims, objectives, plans and timing are communicated. An effective communication strategy will help achieve staff buy-in and contribute significantly to the success of the change programme.
Promotion Programme
Briefings, newsletters, intranet bulletins, workshops and other promotional channels may all play a role in this programme.
Learning Needs Analysis
First, this identifies where there will be a requirement for development of people’s SKUBA© attributes (Knowledge, Skills Understanding, Beliefs and Attitudes). Next, the analysis is carried out to establish the gap between this requirement and the current levels of SKUBA© attributes of staff. The analysis addresses the needs of staff by job role group, giving consideration to the current levels of attributes at an individual level. Appropriate learning and developmental solutions are then identified to address the gaps. It is important also at this stage to identify the criteria – expressed in terms of activity in the workplace – by which the effectiveness of the learning process will be measured.
Education and New Skills Development Programme
This programme, carefully co-ordinated with the promotional and procedural change review activities, is presented with the focus on the business use of technology rather than the technology for its own sake.
Programme Administration
Parity Training has a Managed Programmes Office providing a full administration service including bookings, joining instructions, collation of assessments and comprehensive management reporting capabilities.
Effectiveness Evaluation
This is a vital activity to be carried out some time after completion of the programme of education and new skills development. Through a review of productivity and efficiency in the workplace, using the effectiveness criteria identified during the learning needs analysis, the effectiveness of the staff development programme can be measured. Furthermore, this effectiveness evaluation serves as a measure of the overall success of the change programme.
