HR的角色在管理变化小型化

1、CHANGEHow to GetDesired ResultsHow to MaintainBusinessContinuity Duringthe Process17%33%20%30%ResistanceDenial & ImmobilizationBargainingDepression or AngerTestingAcceptance“I feel overwhelmed”“I dont care”“Thingsmight getbetter”“This isso unfair”“It wontwork”“Maybe if”“This is good,We are succe

2、eding”NegativePositiveResponsesTimeUnfreeze MobilizeRealize Reinforce SustainSet directionCreate will anddesire to changeBuild confidence and energySecure shift in behavior by setting new processesEmbed new culture in the organizationStrive for continuous changeInitiating the changeBuilding momentum

3、Sustaining resultsSequenceActivitiesPhaseResistanceResponses to changeDenial & ImmobilizationAcceptanceBargainingTestingDepression or AngerCurrent StateFuture StateEmotionEnthusiasmTrustAcceptanceBusiness ImpactCommitted employeesHappy customersThrilled stockholdersEmotionFearAnxietyConfusionBus

4、iness ImpactSub-optimal performanceLack of commitmentLack of customer/market focusValley of DespairEmotionAngerFrustrationCreativityBusiness ImpactReduced productivityLack of trust in managementOrganizational conflictEnabling StaffFocusing the effortIndividual effortCommunicate visionDrive for resul

5、tsTeam commitmentInfluence & PersuadeDevelop & EmpowerRole modelRisk taking/Self confidencePersonal integrityDrive for Resultsn Displays passion, energy, and enthusiasm for accomplishing goals and objectivesn Measures and tracks key business results and progress against established benchmark

6、sn Pushes boundaries and looks for ways to accomplish better resultsVision Communicationn Communicates the changes required of the organization in concrete tangible termsn Builds enthusiasm and support by consistently communicating through a variety of mediumsn Arranges for interactive exchanges to

7、ensure that others understand where the organization is headed and what the changed organization will look likeTeam Commitmentn Readily places the needs and goals of the organization above ones own personal needs and agendan Actively and publicly supports team/organization decisions even if they are

8、 unpopularnTakes personal actions to break down organizational barriersInfluence & Persuasionn Take the time to ensure others understand ones goals, objectives, and visionn Sells own ideas by relating them to the values and goals of othersn Anticipates potential objections and obstacles and prep

9、ares alternative arguments and courses of actionDeveloping & Empoweringn Personally works to develop the competence and self-confidence of direct reports through regular feedback, reinforcement, and personal supportn Withdraws from decision-making and implementation as soon as feasible in order

10、to let others take charge and assume responsibilityn Demonstrates genuine respect for and trust in the abilities of othersRole Modeln Models words and behaviors which support the ethics and vision of the organizationn Openly supports the organization and its employeesn Embraces the change process an

11、d takes action to move toward future initiativesRisk Taking Self-Confidencen Willing to take action which is sound but may not always be safen Challenges both the system and others even when conflict is likelyn Demonstrates a realistic and balanced sense of conviction regarding ones skills and abili

12、tiesPersonal Integrityn Behaves in a manner that is consistent with the law, ethics, and culture of the organizationn Readily assumes personal responsibility for ones won behavior and the overall behavior of his/her organizationn Personally follows through to ensure commitments are kept and promises fulfilledI want to make it happenI buy itI get itI heard itI heard itI get itI heard itI buy itI get itI heard itI want to make it