Course description
Change management comes into play when those employee definitions need to be redefined. This can occur due to many situations including economic instability, the need to downsize, new technology or procedures, or trends in consumer purchasing behavior. Reorganization often requires HR to redefine employee roles and responsibilities as well.
HR practitioners often take on the role of Change Advisor, working with employees and clients directly through the process of designing and implementing change.
Change Management for HR Training Course is designed to give the participants a solid understanding of how to implement change in a corporate environment. This course will help you identify and build the capabilities people need to navigate change successfully.
Upcoming start dates
Upcoming start dates
Suitability - Who should attend?
Change Management for HR Training course is designed for:
- HR Generalist
- HR Business Partner
- Functional leaders, people leaders, and individual contributors seeking to advance their careers by elevating personal proficiencies, establishing HR as a partner to the business, and designing change initiatives that support engagement and organizational growth.
Outcome / Qualification etc.
After completing the Change Management for HR Training Course, you will be able to:
- Explain HR’s role in change management;
- Describe how the partnership between business and HR can lead to success;
- Distinguish among the three different roles that HR can play and when each is necessary ;
- Consider how to use these roles in your own organisation;
- Develop an action plan for the next change initiative;
- Use checklists and tools to implement the change initiative.
Training Course Content
Day 1
Introduction to Change Management for HR
- The role of change in organizations
- Change management principles
- Partnership between HR and the business
- HR’s change management roles: Architect, Broadcaster, Coach
Designing Change Initiatives
- Overview of Architect role
- Using human-centered design for a change initiative
- Using nudges in change design
Day 2
Partnering with the Business
- Obtaining buy-in and sponsorship
- Identifying and involving stakeholders
- Creating the change management team
- Establishing decision-making authority
Setting Up Change Initiatives for Success
- Assessing change readiness
- Identifying and addressing organizational barriers to change
- Planning for and evaluating sustainability
Day 3
Communicating the Right Information in the Right Way
- Overview of Broadcaster role and why communication is important
- How to communicate:
- Framing each message
Building a Strategic Communication Plan
- Importance of being strategic and planful
- Audience considerations
- Timing of messages
- Communication channels/methods
- Choosing the right senders
- Emotional resonance
Day 4
Understanding and Addressing Reactions to Change
- Overview of Coach role
- Different ways people react to change
- Addressing resistance and barriers
Maximizing Employees’ Capabilities
- Identifying training needs
- Creating a training plan
- Building confidence
- Developing a growth mindset
Day 5
Keeping Employees Engaged Through Change
- Importance of keeping employees engaged
- Building team cohesion
- Encouraging resilience
- Reinforcement methods (rewards, recognition)
- Creating a network of coaches (managers, super users, ambassadors)
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London Premier Centre
London Premier Centre is a UK leading training provider based in London and specialises in international short courses. Our inspiring, comprehensive portfolio of more than 400 professional development courses and seminars covers a wide range of professions from Administration, Leadership,...