Change Management

Created on Monday, 10 June 2013 by

How To Avoid Making Change Management an Afterthought More often than not, Change Management is an afterthought during the HR Transformation process. The challenge is to make change management a key component of the business plan, and not an add-on that is managed independently. One way to avoid this is to integrate change management activities into the overall project plan. Having it as part of the plan from the beginning and managing it as part of the whole program allows the stage to be set on strategy, assessments, tactical plans and a well-rounded project network dedicated to the change effort. It also gives the opportunity to define during all phases what actually is a change management activity or task. Establishing a Project Network during the first weeks of planning gives the opportunity to both define and fill the roles of the Core Change Team, Change Leaders, HR Extended Project Network, and Business Advisory Network. Each of these roles varies in their time commitment by project phase. This network of people in key roles will lead the change effort within the organization at different levels in areas they support. The core team will serve as your committed resource to plan and…


Created on Thursday, 13 June 2013 by

Part of Your Design When preparing to implement a new system, it is important to not only gather and review technical requirements needed for the system but also review the requirements needed to maintain and manage the system – your people.  Having the right people doing the right jobs will ultimately define your success. The below steps represent a high-level guide to help align your staffing needs. Assess the Department Define the role of the department as it best relates to the company’s expectations and demands. What is the department’s role and responsibility? Assess the Jobs Define the type of jobs needed within the department to meet the role and expectations defined in #1. What jobs will help the department be successful and meet expectations (i.e.:  System Architecture resources, Quality Analysts, Process Improvement experts, etc.). Assess the Individuals Does the organization have the right people doing the right jobs? If not, why?  Is there opportunity to re-purpose or redefine jobs to better fit the skill sets currently employed to meet the expectations of the department? Review the current staff and identify each individual’s core competencies and gaps. i.e.: John Doe Core Competencies & Strengths Having worked in multiple departments provides…

Data Protection

Created on Monday, 17 June 2013 by

Data Protection… What does this mean when considering a new Global HR Solution? Data Protection is a term that is referred to during HR System projects when a company is looking to centralize the HR Solution offering from individual HR systems in each individual country, to one Global HR Solution that will potentially sit outside of Europe. In some cases it can be seen as a show stopper that prevents an organization from considering a global HR solution to improve the HR service offering to the employees & managers as well as reduce the organizations costs for HR Solutions. Data Protection is in place to protect the workers personal data that is held on them by an organization. “Personal Data should not be transferred to a country or territory outside the European Economic Area (EEA) unless that country or territory ensures an adequate level of protection for the rights and freedoms of data subjects in relation to the processing of personal data”. In order for organizations to allow the transfers of personal data they need to work with Data Privacy work counsels / representatives in country and provide sufficient detail that supports: Security of transferred data e.g. Safe harbor. Note…

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