Mastering Change Delivery Flashcards
What should be identified for HR initiatives?
Key stakeholders including executives, line managers, employees
Identifying stakeholders is crucial for successful HR initiatives.
What aspects should be assessed regarding stakeholders?
Stakeholder positions, influence, and concerns
Understanding these aspects helps in developing effective engagement strategies.
What should be developed for stakeholder engagement?
Tailored engagement strategies
Custom strategies ensure that the needs of different stakeholders are met.
What is the purpose of impact assessment in HR?
To analyze how HR changes affect different roles and groups
This helps in understanding the broader implications of HR initiatives.
What should be mapped during impact assessment?
Impacts to processes, systems, and behaviors
Mapping these impacts allows for better planning and execution of changes.
What should be quantified in the impact assessment?
The degree of change required
Quantifying change helps to manage expectations and resources.
What should be crafted in communication planning?
Messages addressing ‘what’s in it for me’ for each stakeholder group
Effective messaging increases engagement and understanding among stakeholders.
What type of communication channels should be created?
Two-way communication channels for feedback
This encourages stakeholder participation and addresses concerns promptly.
What is important to schedule in communication planning?
Communications to maintain momentum
Regular communications help keep stakeholders informed and engaged.
What should be assessed regarding training needs?
Training needs for HR changes
Identifying these needs ensures effective learning interventions are designed.
What should be designed using multiple modalities?
Learning interventions
Diverse modalities cater to different learning styles and preferences.
What should be measured after training interventions?
Knowledge transfer and skill application
Measuring these outcomes helps to evaluate the effectiveness of training.
What should be anticipated in resistance management?
Sources of resistance specific to HR initiatives
Understanding resistance helps in developing targeted strategies for management.
What should be developed to mitigate resistance?
Proactive mitigation strategies
These strategies can prevent resistance from hindering HR initiatives.
What mechanisms should be created in resistance management?
Feedback mechanisms to address emerging concerns
Feedback mechanisms are essential for adapting strategies as needed.
What is the implementation exercise focused on?
Developing a comprehensive change delivery plan for a specific HR initiative
An example could be implementing a new performance management system.
