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Change Management

The Context

The organisation, a semi-state company, was undergoing a business re-structuring in anticipation of market liberalisation. The Training & Development department was to become part of a Business Services Unit and, significantly, be required to charge across the organisation for its training services for the first time.

Implementation

While outwardly this intervention was to create a framework for charging for training & development services, there was a large change management element that needed to be taken into account.

The focus was on change implication and key change agents were targeted from the beginning ensuring their continuous involvement in the design process. A series of workshops with management and staff proved the deciding factor in getting buy-in to the process.

Outcomes

The key to this process was an initial understanding of the implications of the change process on the department.  The change management process resulted in both a new framework for recovering the cost of training from the organisation and provided a template for future change. Involving those most impacted from the beginning, increased their level of buy-in to the process and ensured a successful implementation.

© HR Dynamics, 2012