PowerPoint Presentation...Pooja Goenka leads content development at AHLC –Aon HR Learning Center...
Transcript of PowerPoint Presentation...Pooja Goenka leads content development at AHLC –Aon HR Learning Center...
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Gain leaders’ trust to sharpen the
human capital agenda
Understand business imperatives,
connect people initiatives
Navigate across contexts to create
tangible impact
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Learners
empowered
through bespoke
projects last year
Course
recommendation
score
Journeys covering
HR across roles
and career stages
Alumni
refer someone
for a course
HR
Professionals
empowered to
impact business
outcomes
Flagship certificate courses for HR
professionals
Bespoke HR capability journeys for
organizations
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Registration
E-Learnings
Online Discussion
Learning Lab
Assignment
Comprehensive
Assessment
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Management Change
Organization Change
Intrapreneurship
Change
Objective
Change
Strategy
Change
Impact
Economics
Competition
Globalization
Legislation
Demographics
Technology
Digital Economy, Shared
Economy, GST Bill
US and China relationship,
Industry Convergence
Artificial Intelligence,
Internet of Things (IoT)
Emergence of Africa,
Multipolar world, Oil prices
Climate Change, Migration
laws in the US
Urbanization, Millennial
workforce
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Change Management is the structured process that guides how we lead the people side
of change in order to achieve a desired outcome. Effective change management
recognizes that change occurs at two levels:
At the individual level:
Understanding and managing your
own reactions to change.
Supporting others in their
understanding, readiness, and
adoption to change
At the organization level:
A set of tools, templates, and
resources for projects to drive
effective change. A core
competency for all colleagues to
become catalysts for change
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Resistance
Over-
Confidence
Disengagement
“Valley of Despair”
Letting Go
Testing
Rationalizing
Integrating
En
ga
ge
me
nt
Le
ve
l
Time
Individual’s typical journey
with effective change
management
The Individual Change Curve is and as colleagues learn and
grow through the change event. Change Management helps minimize the depth
and duration of disengagement and accelerate the value of your change initiatives.
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“How to think about it” “How to do it”
Provides a model to help you think about
colleagues’ common responses to change
so you can assess needs and plan for
change appropriately.
Provides the structured approach to
facilitate the planning and execution of
change.
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Corporate
Transactions
Business
Transformation
Function
TransformationRestructuring
Workforce
Strategies
Program
Implementation
Leadership Stakeholder
ManagementCommunication Measurement
Organizational
Structure
Staffing
Capability &
Capacity
Policy &
Processes
Rewards &
Performance
Build Momentum Enable Change
THE HOW:
Organizations enable
individual change
by focusing on
eight common levers
THE DESIRED
RESULT:
Changing behavior
requires addressing
four common
employee responses
THE WHAT:
Organizations
face different
types of
change
Understanding Emotion Ability Intent
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Understand the
change management
efforts and
associated timing to
plan the work
Support project/
change stabilization
and transfer
knowledge
Develop and deliver
stakeholder
interventions to create
an agile
organizational culture
Determine best
change interventions
for impacted
stakeholders
SustainEnableEngagePlan
Focused on enabling key stakeholder groups,
assessing readiness, delivering
communication and training
Focused on identifying what is changing, for
whom, and the plans to engage and prepare
the organization
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Online Learning Modules* Online Discussion Boards*
Learning journey spanning across four contact classes and a comprehensive online assessment
Day 1 Day 2 Assessment
*Active for one year
Enable
Culture
Plan for
Success
Uncover
Change
Sustain
Impact
Final
Assessment
Engage
Stakeholders
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E-Learnings
Online Discussion
Class Participation
Assignments
Final Assessment
• Final Assessment can only be taken
after attending all five modules
• Minimum 50% is required in the final
assessment
• At least 50% aggregate score is required to
complete the certification
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Objectives
Outcomes
• Understand impact of mega trends and disruptions on the
organization; classify different types of change
• Get an overview of the psychology of change and understand
different forms of change resistors
• Navigate organization change by understanding competencies to
become change catalysts
• Determine the business case for change by clearly articulating
benefits
• Understand how to identify big changes and prepare
for them
• Understand the impact of the VUCA world on change
management efforts
• Have a deep understanding of change and
accompanying difficulties and challenges
• Develop influencing strategy for stakeholders
Uncover Change
Make a business case for change
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Objectives
Outcomes
• Define guiding principles on change management as per the
future state vision
• Identify business sponsors and understand risks
• Conduct change impact analysis for key stakeholder groups
and influencers
• Create project plan and kick-off the change management team
• Get business buy-in on the change roadmap
• Develop a governance structure to ensure clarity of
roles and responsibilities
• Define integration approach for different work
streams
• Set a change measurement process and configure
right metrics
Plan for Success
Assess impact and readiness for change
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Objectives
Outcomes
• Assess the change readiness of individuals and the
organization as a whole
• Understand the support required by various stakeholder groups
in order to play their role in the change management process
• Develop and deliver targeted communications to stakeholders
and incorporate feedback
• Develop and refine an integrated approach addressing
specific change needs
• Emerge as leaders confidante on managing change
• Identify and mobilize HR and business change network
Engage Stakeholders
Determine the best change interventions
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Objectives
Outcomes
• Create a support structure through people policies and systems
to facilitate change adoption
• Identify and plan for the capability gaps in workforce to bring
desired results
• Create flexible plans based to ensure success of change
management
• Bring out key messages to target audience to ensure
adoption of change
• Learn to leverage the impact of change networks
• Enable mechanisms for two-way feedback to
determine effectiveness
Enable Culture
Manage critical strategic initiatives
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Objectives
Outcomes
• Understand the need to make change stick in the organization
• Identify challenges to sustaining change in the long-term
• Conduct regular listening interventions to ensure stakeholder
adoption
• Understand the characteristics of an agile organization
• Provide support during change effort stabilization
period
• Measure and monitor business adoption and support
continuous improvement
• Develop mechanisms to sustain desired behaviors
Sustain Impact
Accelerate stabilization
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Pritish manages the Aon HR Learning Center (AHLC) portfolio.
In his role, he directly leads the business operations, sales and
go-to market strategy for AHLC. He also supports content
creation initiatives for various priority modules in HR and
manager capability. He enjoys facilitation and often leads
public programs for AHLC, apart from facilitator capability
building initiatives.
In his new role, Pritish also helps drive the commercial
strategy of the consulting business by focusing on new
business incubation. He also leads the Aon HR Knowledge
Center, that drives the sales excellence and knowledge
management agenda of the organization.
Pritish has actively contributed to Aon’s flagship research: Top
Companies for Leaders and Best Employers. He has
published articles such as Engaged Leaders Drive
Engagement and Best Practices in Global Mobility. In his
earlier role, he was a part of a regional team which designed
the Best Employers 2.0 framework.
Pritish Gandhi
Leader,
Aon HR Learning
Center
Pritish’s Mantra
We shape our buildings;
thereafter they shape us
Winston Churchill
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Pooja Goenka leads content development at AHLC – Aon HR
Learning Center and looks after content creation and
customization for client projects and public workshops. She
has anchored the development of multiple AHLC courses such
as BEI, Talent Acquisition and HR Analytics.
Prior to Aon, she was a Consultant at DDI India. During her
stint at DDI, she managed client projects across the gamut of
talent management ranging from testing solutions, 360
surveys, behavioral interviewing interventions and competency
building to assessment design, implementation, coaching and
succession planning. She also supported the marketing and
business development teams in various initiatives and client
interactions. After DDI, she worked as an independent
consultant in the fields of employee engagement, talent
management and training facilitation. She has worked with
clients across industries such as Manufacturing, IT, Business
Conglomerates and BFSI.
Pooja has a Master’s degree in Human Resources and Labour
Relations from Tata Institute of Social Sciences, Mumbai and a
Bachelor’s degree in Psychology and Organizational Studies
from the University of Michigan. She is certified as a
Facilitator, Assessor, BEI Interviewer and Coach. She is also
certified on psychometric inventories such as Hogan and
ADEPT-15.
Pooja Goenka
Content Leader,
Aon HR
Learning Center
Pooja's Mantra
Don’t try to become a man
of success, rather try to
become a man of value
Albert Einstein
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Shivanker Singh leads the pre hiring arm of Aon’s Selection
and Assessment business in India. His span of work at the firm
has projects that involve creation of HR strategy, HR
Effectiveness and integrated HR Transformation projects.
In the area of selection and assessment, Shivanker has led
projects for organizations in the QSR and IT/ ITeS industries,
developing competency frameworks and delivering
assessment and selection tools through Aon’s online platform.
His expertise lies in the HR analytics involved in the design
and post implementation ROI analysis.
He has also been part of integrated HR Transformation
projects for a number of family led enterprises. These projects
typically include a gamut of interventions, including the design
of the organization’s structure, levels, job descriptions, and
talent management processes.
Shivanker is a Mechanical Engineer and an MBA(HR). He also
has a Dual Masters degree in Operations Research (Advanced
Analytics) and HR/OD from The Pennsylvania State
University, USA.
Shivanker Singh
Lead,
Behavioral
Assessments,
CoCubes, An Aon
Company
Shivanker’s Mantra
Data is just like crudeoil, is
valuable, but if unrefined it
cannot be really used
Michael Palmer
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Learning Center
Classroom sessions
16 hours
Participant
Handbook
Pre-reads
10 hours
Certification
Certified Change
Management Expert
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011 43145500 Course Fee (inclusive of taxes)
₹45,000Participation will be confirmed post payment
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011 43145500
Renny Koshy
+91 971 119 2301