With the name of Allah, the Most Merciful, the Always Merciful
IN THE NAME OF ALLAH MOST BENIFICIENT AND MERCIFUL
-
Upload
imelda-matthews -
Category
Documents
-
view
32 -
download
1
description
Transcript of IN THE NAME OF ALLAH MOST BENIFICIENT AND MERCIFUL
www.BZUpages.com
IN THE NAME OFIN THE NAME OFALLAHALLAH
MOST BENIFICIENTMOST BENIFICIENTANDAND
MERCIFULMERCIFUL
www.BZUpages.com
PresentationPresentationonon
HRMHRMPresented TO:Presented TO:
SIR AHMAD TISMAN PASHASIR AHMAD TISMAN PASHASUBMITTED BY:SUBMITTED BY:
KIRAN SHAKOORKIRAN SHAKOORROLL NO 05ROLL NO 05BS(IT)3RDBS(IT)3RD
www.BZUpages.com
Types of change:Types of change:• Strategic change• Cultural change• Structural change• Tasks change• Technological change• Changes in people attitude and skills
www.BZUpages.com
Strategic change:Strategic change:• A change in firms strategy, mission
and vision. Strategic change may then require other changes, for instance, in the firm’s production technology, structure and culture
www.BZUpages.com
Cultural change:Cultural change:• A change in a company's shared values
and aims is called cultural change HR plays an important role in changing culture For example, one expert advocates 5
“primary embedding mechanism” to change company culture each of which
www.BZUpages.com
Require HR support and advice• Make it clear to your employees what you
pay attention to, measure, and control For example, direct the intention of your employees towards controlling costs or serving customers if these are the values you want to emphasize
• React appropriately to critical incidents and organizational crises
www.BZUpages.com
For example, if you want to emphasize the value that “we are all in this together," don't react to declining profits by laying off operating employees and middle manager, leaving your top managers intact
www.BZUpages.com
• Delibrately role model,teach,and coach the values you want to emphasize.For example if honesty,neighborliness,and thrift are the values you want employees to follow you should first follow them yourself and then ask them to follow these values
• Communicate your priority by the way to you allocate reward and status.Leaders communicate their priorities and the values by the way they award pay raises and promotions
www.BZUpages.com
• Make your HR procedures and criteria consistent with the values you espouse
• Structural change: the reorganizing, redesigning of an organization’s coordination, span of control, reporting relationship, or centralization of decision making
www.BZUpages.com
Task designing:Task designing:• The task and authority assigned to
individuals and teams within the organization are often changes as well
• Technological change: modification to the work methods an organization uses to accomplish its tasks. it includes new production technology,new selection and screening procedures and new performance appraisal techniques
www.BZUpages.com
Changes in people, attitude Changes in people, attitude and skills:and skills:
• Sometimes employees themselves must change. For example training and development techniques such as lectures, conferences and on -the- job training are often used to provide new or present employees with the skills they need to perform their job adequately
www.BZUpages.com
A 10 step process for leading A 10 step process for leading organizational change:organizational change:
• Establish sense of urgency• Mobilize commitment to change
through joint diagnosis of business problem
• Create a guiding coalition• Develop shared vision• Communicate the vision
www.BZUpages.com
• Enable employees to facilitate the change
• Generate short-term wins• Consolidate gains and produce more
change• Anchor the new ways of doing things
in the company’s culture• Monitor progress and adjust the
vision as required
www.BZUpages.com
• Establish sense of urgancy: It means establish sense of
immidiate need for action Most leader start by creating sense of
urgency when they become aware of the need to change
www.BZUpages.com
Mobilize commitment to change Mobilize commitment to change through joint diagnosis of business through joint diagnosis of business
problem:problem:
• Having established sense of urgency, many leaders then create one or more task forces to diagnose the business problems. such teams can produce a shared understanding of what can and must be improved
www.BZUpages.com
Creating a guiding coalition:Creating a guiding coalition:
• No leader can really impliment any change alone.many therefore create a guiding coalition of influent people,who act as missionaries and implimenters.such a coalition should include people who individually have the influence to lead such change
www.BZUpages.com
Develop a shared vision:Develop a shared vision:
• To transform an organization, a new vision is usually required. a general statement of the organization’s intended direction that evokes the emotional feelings in organization members
www.BZUpages.com
Communicate the vision:Communicate the vision:• Change expert john kotter says that
the real power of a vision is that most of people involved in an organization have a common understanding of its goals and direction. so,vision should be effectively communicated
www.BZUpages.com
Enable employees to facilitate Enable employees to facilitate the change:the change:
• By now employees understand the vision and want to make it a reality, but may feel inadequate. perhaps lack of skills stands in the way or policies, procedures and organization chart make it difficult to act or some bosses may actual discourage those actions aimed at implementing the company’s new vision. it is company’s job to see to it that such barriers are removed
www.BZUpages.com
Generate short-term wins:Generate short-term wins:• Transforming a company can take
time,but employees need reinforcement periodically.that’s why building in”in short-term wins ” is important
www.BZUpages.com
Consolidate gains and Consolidate gains and produce more change:produce more change:
• The company then can use the credibility from such short-term wins to change all systems,structures,and policies that don’t fit well in company’s vision.and managers can continue to produce more change by hiring and promoting new people
www.BZUpages.com
Anchor the new ways of doing Anchor the new ways of doing things in company’s culture:things in company’s culture:
• Most organizational changes require a corresponding change in employees shared values. for example, a “team- based, quality-oriented organization" is not possible if the values employees share still emphasize selfishness, mediocrity and bureaucratic behavior
www.BZUpages.com
monitor progress and adjust the monitor progress and adjust the vision required:vision required:
• Progress then must be monitored. thus one firm appointed an oversight team to monitor its new team-based organization and self-managing teams
www.BZUpages.com
Organizational Organizational development:development:
• OD has special approach to organizational change in which employees themselve formulate the change that is required and implement it,often with the assistance consultant.in large organizations OD process is almost handled through HR
www.BZUpages.com
Using organizational development Using organizational development to change organization: to change organization:
• OD has several distinguish characteristics• It is usually based on action research,
which means collecting data about a group ,department or organization and then feeding the data back to the employees so they can analyze it and develop hypotheses about what problem in the unit might be
www.BZUpages.com
• It applies behavioral science knowledge for the purpose of improving the organization’s effectiveness
• It changes the values,attitude and beliefs of employees so that employees themselves can identify and impliment the technical,procedural,structural or other changes needed to improve the company’s functioning
www.BZUpages.com
• It changes the organization in a particular direction-toward improved problem-solving,responsiveness,quality of work and effectiveness
www.BZUpages.com
Types of OD:Types of OD:• There are 4 types of OD• Human process• Techno structural intervention• Human resource management• Strategic application
www.BZUpages.com
Humaon process Humaon process application:application:
• Human process OD technique generally aim first at improving employees’human relations skills.the goal is to give employees skills required to analyze their own and others behaviour more effectively,so they can then solve interpersonal and intergroup problems
www.BZUpages.com
Technostructural Technostructural interventions:interventions:
• OD practitionar also increasingly involved in changing the structures,methods,and job designs of firms.compared with human process intervension,these tecnostructural intervensions generally focus on more directly on productivity improvement and efficiency
www.BZUpages.com
Human resource Human resource management applcations:management applcations:
• OD practitioner increasingly use research to enable employees to analyze and change their firm’s personnel practises.targets of change here might include the firm’s performance appraisal system and reward system
www.BZUpages.com
Strategic application:Strategic application:• This intervention consists of 4 steps• Analyze current strategy and
organizational design: managers and other employees
analyze the firm’s current strategy, as well as its organizational design
www.BZUpages.com
• choose a desired strategy and organizational design:
based on OD consultant assisted analysis, senior management formulates a strategic vision, objectives and plans and an organizational structure for implementing them
www.BZUpages.com
Design a strategic change plan: the group designs a strategic
change plan which is" an action plan for moving the organization from its current strategy and organizational design to the desired future strategy and design”
www.BZUpages.com
• Implementing strategy change plan: The final step is actually
implementing the strategic change plan and measuring and reviewing the results of the change activities to ensure that they are proceeding as planned