1.2 You need to develop this further. You need to clearly explain how Kotter’s model can be used.
PLANNING TEMPLATE
TITLE: ……….
Development Task Actions
STEP 1
Establish a Sense of Urgency.
The reason.
Is it important to do it?
• SEA.
• Complaint.
• Risk assessment.
What is the urgency? Hold a meeting with staff to discuss the current financial situation at the organisation.
Inform employees that they are all on the threshold of losing their jobs due to the limited revenue coming into the business.
Explain to employees that closing the doors to the organisation are the last thing company wants to do.
Explain the need for change and display the connection between making changes and creating job security for all employees. …show more content…
Make sure the business has adequate staff to begin offering new service and the means to promote the service to new and existing customers.
STEP 6
Generate Short Wins.
What short-term wins can you plan?
• Identify steps in the process where benefits can be acknowledged, reflected upon, know things are going well to keep the team motivated and feel they are achieving? Performance expectations and incentives will need to be provided to employees who are working on new service.
Periodically acknowledge about successful efforts to keep employees motivated to continue to work toward new project goals.
STEP 7
Consolidate Gains and Producing Even More Change.
• How will you avoid the risk of premature victory and its implications?
• How will you acknowledge the short-term wins and build on them? Analyse the results to see how the short-term goals are adding to the long-term goals.
Analyse the outcomes to know what things can be improved to make the plan successful and what things are already running right.
Use change credibility to change all systems and policies that does not fit the transformation …show more content…
Leadership development and progression plans must be consistent with new approach.
Organisation leaders have to ensure that the organisational values support the change.
4.1 A good start. You need to state whether you agree with the findings of this article, and you must comment on the persuasiveness of the article.
I do agree with findings of the article ”Strategic HR functions and firm performance: The moderating effects of high involvement work practices” by Hyondong Kim & Kang Sung-Choon.
I think this article analyses persuasive by surveys and calculated results of different range organisations, it clearly shows that well planned HR function can create a positive impact on organisation revenue, of cause in high levels of union strategic contribution. As well, a method of pay-for-performance and temporary worker benefits. Additionally, under high levels of career development packages and a strategic HR function, it shows progressive effects on organisation and how it successfully remaining organisation income.
In total, the graphs in that the positive affect from a strategic HR function increases when organisation undertake high levels of high-involvement
PLANNING TEMPLATE
TITLE: ……….
Development Task Actions
STEP 1
Establish a Sense of Urgency.
The reason.
Is it important to do it?
• SEA.
• Complaint.
• Risk assessment.
What is the urgency? Hold a meeting with staff to discuss the current financial situation at the organisation.
Inform employees that they are all on the threshold of losing their jobs due to the limited revenue coming into the business.
Explain to employees that closing the doors to the organisation are the last thing company wants to do.
Explain the need for change and display the connection between making changes and creating job security for all employees. …show more content…
Make sure the business has adequate staff to begin offering new service and the means to promote the service to new and existing customers.
STEP 6
Generate Short Wins.
What short-term wins can you plan?
• Identify steps in the process where benefits can be acknowledged, reflected upon, know things are going well to keep the team motivated and feel they are achieving? Performance expectations and incentives will need to be provided to employees who are working on new service.
Periodically acknowledge about successful efforts to keep employees motivated to continue to work toward new project goals.
STEP 7
Consolidate Gains and Producing Even More Change.
• How will you avoid the risk of premature victory and its implications?
• How will you acknowledge the short-term wins and build on them? Analyse the results to see how the short-term goals are adding to the long-term goals.
Analyse the outcomes to know what things can be improved to make the plan successful and what things are already running right.
Use change credibility to change all systems and policies that does not fit the transformation …show more content…
Leadership development and progression plans must be consistent with new approach.
Organisation leaders have to ensure that the organisational values support the change.
4.1 A good start. You need to state whether you agree with the findings of this article, and you must comment on the persuasiveness of the article.
I do agree with findings of the article ”Strategic HR functions and firm performance: The moderating effects of high involvement work practices” by Hyondong Kim & Kang Sung-Choon.
I think this article analyses persuasive by surveys and calculated results of different range organisations, it clearly shows that well planned HR function can create a positive impact on organisation revenue, of cause in high levels of union strategic contribution. As well, a method of pay-for-performance and temporary worker benefits. Additionally, under high levels of career development packages and a strategic HR function, it shows progressive effects on organisation and how it successfully remaining organisation income.
In total, the graphs in that the positive affect from a strategic HR function increases when organisation undertake high levels of high-involvement