HR Competencies - Consultation Flashcards
Consultation
Knowledge, skills, abilities, and other characteristics (KSAOs) needed to work w/ organizational stakeholders in evaluating business challenges & identifying opportunities for the design, implementation, and evaluation of change initiatives.
Implementing Change
- Create a shared purpose
- Have reinforcement systems in place
- Ensure employees have necessary skills
- Provide consistent role models.
Facilitating Change
Cascade approach - Change at the top level and trickles down.
Progressive approach - Change at the top but is shared simultaneously w/ whole company.
Organic approach - Change happens at any level and spreads throughout organization.
Effective Consultation
Requires the ability to diagnose problems or identify opportunities, develop effective solutions, win support for solutions, and then implement them effectively.
Consulting Model
- Define Problem
- Design and Implement Solution
- Measure Effectiveness
- Sustain Improvement
Consulting Model ‘ Define Problem’
HR collects data to define the gap between desired and actual performance and identify possible causes for the gap.
Consulting Model ‘ Design and Implement Solution’
Criteria for an effective solution are defined and an appropriate tactic for development is chosen.
Consulting Model ‘ Measure Effectiveness’
The solution’s effects are measured to determine if the objectives of the consultation have been met and if the consultation has had the desired strategic impact.
Consulting Model ‘ Sustain Improvement’
The new process is monitored to encourage continued effort. HR provides guidance to leaders about ways in which new values, attitudes, or practices can become institutionalized or applied in different areas.
Tools for Group Decision Making ‘SWOT’
Brainstorm strengths, weaknesses, opportunities, and threats and agree on an numerical value for each.
*Evidence Based Decision Making EBDM
Tools for Group Decision Making ‘Multi-Criteria Decision Analysis MCDA’
Team determines critical characteristics of a successful decision. A matrix is used to score each alternative and compare results.
Tools for Group Decision Making ‘Cost-Benefit Analysis CBA’
Identifying all relevant costs and benefits.
Tools for Group Decision Making ‘Force-Field Analysis’
Analyze the forces favoring and opposing a particular change. The group identifies and weights factors that could influence an outcome in either a negative or positive manner according to their possible impact.
Role of HR in Managing Change
- Be involved early in the planning of change
- Identify the impact of the change on people (gaps in skills)
- Assess the impact of changes across the orgz.
- Consult w leaders on ways to support the change
- Use communication to contact all affected EEs
- Measure the effectiveness of the change
- Track issues that arise at any point and follow up
The Impact of Change on Productivity
The J curve–when change is introduced, there is typically a decline in performance and then a slow return to previous levels and–if the change is effective–a more rapid growth to a new level of performance.
