The PEOPLE
component consists of a series of evaluations and recommendations
in organizational change management (readiness assessments,
communication and transition planning), organization design,
and training requirements. This component is designed to prepare
the organization through involvement, skills development and
buy-in to mitigate risks and assist in the transition to the
desired state. The sub-activities of the organizational change
approach are aligned with the process improvement phases for
an integrated approach, driving buy-in and sustainable value.
The BLCN organizational change consultant will identify the
necessary activities and develop a change plan to coordinate
with the assessment, implementation and deployment of the project.
- Communication Planning: Communication is the
activity of delivering the right message, to the right
audience, through the correct vehicles at the right
time in order to diminish apprehension caused by the
unknown and to motivate the team to make the necessary
change.
- Readiness Assessments: Readiness assessments
are performed to understand the perceptions and expectations
of the various stakeholders and the impacted organization
in order to identify actions to mitigate potential risks.
These assessments are performed with different levels
of the organization based on the phase of the process
improvement.
- Job Design: Job design, or re-design, is an
activity that reviews the current and future state of
a job role during the process design phase of a project.
This activity will identify potential impacts to leveling,
staffing, skill training needs and productivity during
the learning process before and after the deployment.
- Transition Management: Transition Management
provides direction and oversight of the organizational
change activities, provides assistance / guidance to
the project manager(s) and leadership.
|
|
|
