Understanding on “Human Performance That Increases Business Performance: The Growth of Change Management and Its Role in Creating New Forms of Business Value” by Terry Neill and Craig Mindrum
The article talks about the dynamic framework for evaluating the organization’s performance and bringing the change by taking several initiatives at the organizational level. The field of ‘change management’ is relatively newer. It is an evolutionary field and every new stage addition has expanded the work and extended the impact of previous stages. The various stages in this area are: HR & Training; second stage is extension of HR & training to other functional areas i.e. Strategic HRM; third stages is the initiatives, models, tools and techniques to organize and manage many different components of major organizational change e.g. Anderson’s Journey Framework. Journey frameworks two axes are supply-demand (pull-push initiatives) and macro-micro change requirements. These two axes results in four factors that bring about major organizational change. These four factors are: Leadership, Ownership, Enablement i.e. providing capability to perform at high levels and Navigation i.e. managing different initiatives of a change program ; the fourth step is more sophisticated and comprehensive framework for human performance
Human Performance Framework, by Anderson Consulting deals with organizational change in a systematic manner. The framework sets the path of change for the organization. This change can be brought by following a comprehensive methodology in four phases: planning, delivering, managing and operating. Different layers are useful at different steps of bringing about the change. Planning begins with business diagnosis wherein clients internal and external context is assessed by passing through environment, strategy, operations, organization and individual levels. Delivering phase deals with designing the business capabilities and validating them against the realization plan. Business capabilities are developed by utilizing optimal human performance. In this phase transitioning of workforce, implementation of new policies and procedures happen. Managing phase ensures the right programs and right direction to the organization so that the company acquires business capability. Operating phase is more of an regeneration concept wherein the company evolves over time to meet new business challenges.
In a nutshell now readymade but customized tools and solutions are there with the consultancy firms like Anderson. These consultancy firms, through extensive research on the real issues and through implementation of the tools, abrogate the gap between industry and academia. These firms act as a simulator pilots to the organization that are stuck and are willing to bring about the organization change because of changing business environment and making themselves profitable and efficient.
