DEVELOP A STRATEGY AND PLAN FOR MANAGING CHANGES IN PEOPLE RESOURCING

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1 UNIT OVERVIEW This unit is appropriate for you if your role involves: identifying and responding to external forces influencing people resourcing reviewing and improving processes to meet organisational human resource requirements The activities you are likely to be involved in: identifying key factors influencing the people resourcing strategy identifying how the organisation can respond to new demands and imperatives through development of its people reviewing existing strategies identifying ethical issues where there may be conflicts of interest or dilemmas requiring audit and evaluation identifying and evaluating the potential for, and impact of, e-personnel approaches gaining the commitment and support of those in the organisation to change What the unit covers: 1 reviewing and developing a strategy for responding to changes in people resourcing 2 reviewing and developing a plan for responding to changes in people resourcing 3 taking responsibility for implementing the people resourcing plan 4 evaluating the effectiveness of the people resoucing change strategy Preferred methods of assessment for this unit: The minimum evidence you will need to provide for this unit is listed in the evidence requirements section. Evidence will be assessed using one or more of the following assessment methods: observation examination of evidence questioning professional discussion For example, if your report describing how you develop strategies and plans for managing changes in people resources for your organisation includes a presentation your assessor may choose to observe you and may wish to ask you some questions following your presentation.

2 Element P11.1 Review and develop a strategy for responding to changes in people resourcing a) Establish the external and internal factors exerting influence on the organisation to change b) Prioritise the impact of change factors on the organisation in relation to its aims and objectives and ethical practice c) Assess the impact on, and risk to, the organisation of identified factors d) Review existing change strategies and evaluate them against organisational needs e) Identify the potential role and impact of e-personnel systems f) Plan ways of responding to the required changes within the organisation s aims and resources g) Identify key change agents and sponsors within the organisation and engage their commitment h) Establish systems to monitor the best use of resources i) Establish systems for the early identification of problems in implementing change, and possible alternative strategies or contingencies to adopt

3 Element P11.2 Review and develop a plan for responding to changes in people resourcing a) Consult with all key stakeholders in the design of the change process b) Establish the cultural and structural changes necessary within the organisation to bring about the required change c) Review existing change plans and evaluate them against organisational needs d) Identify the specific development and communication structures needed for change e) Identify the key agents of change and their role within the process f) Explore alternative structures and ways of working likely to generate change and cope with insufficient levels of change g) Develop an integrated approach to change processes h) Establish methods of maintaining the change process at all levels in the organisation i) Set up implementation and monitoring systems against specific criteria j) Establish ways of identifying when change processes are not working, and a strategy for dealing with this k) Establish systems that monitor compliance with legal requirements, codes of practice and organisational policy Element P11.3 Take responsibility for implementing the people resourcing plan a) Carry out benchmark activities to identify agreed good practice b) Identify the requirements needed to implement the plan c) Identify appropriate people to implement the process d) Develop a detailed action plan for the implementation e) Identify the key stakeholders in the process and gain their commitment f) Delegate activities to appropriate people to ensure effective implementation g) Take direct responsibility for steering and influencing the implementation process

4 Element P11.4 Evaluate the effectiveness of the change strategy a) Establish the success criteria by which the change strategy will be measured b) Assess the effectiveness and efficiency of the change management process c) Build stakeholder feedback into the evaluation process d) Choose cost-effective methodologies for evaluating programmes e) Collect valid and comprehensive data f) Evaluate the data against the organisation s wider strategic objectives g) Make recommendations to modify or maintain the change management programme

5 Evidence requirements To achieve this unit you must provide evidence to convince your assessor that you consistently meet all the performance criteria and all the knowledge requirements. Your evidence must be the result of real work activities undertaken by yourself. Evidence from simulated activities is not acceptable for this unit. The minimum evidence you need for this unit is listed below: One or more reports describing how you develop strategies and plans for managing changes in people resources for your organisation. It is expected that your report(s) will include evidence to demonstrate your competence in respect of all performance criteria from elements P11.1, P11.2, P11.3 and P11.4. PLUS Work products to support your reports and demonstrate your competence in this unit. PLUS A record of assessor questioning or professional discussion. It is expected that your record of assessor questioning or professional discussion will include evidence to support your competence in respect of all performance criteria. You should pay particular attention to ensure that your evidence includes: a review of the organisation s strategy for responding to changes in people resourcing an analysis of internal and external factors that impact on the organisation quantified and prioritised factors of change including e personnel systems which may impact on the organisation the development of an integrated, effective and ethical strategy and plan for responding to required changes within the organisation s aims and resources the identification of key change agents and methods of gaining their commitment

6 Evidence requirements (continued) the establishment of effective systems to maintain and monitor changes in people resourcing strategy and plans a system for identifying when change processes are not working and an analysis of alternative structures and ways of working to generate change benchmarks for managing change in people resourcing, in line with good practice and success criteria by which the change strategy will be measured the establishment of a strategy to bring about required cultural and structural organisational policy systems to monitor compliance with legal requirements, codes of practice and organisational policy the implementation plan including your role in steering and influencing the implementation process evaluation of the cost effectiveness and efficiency of the change management process with appropriate recommendations to modify the process. In preparing your report(s) you should ensure that knowledge requirements 1 to 21 are fully addressed.

7 Knowledge requirements You need the following knowledge to perform this unit of competence. You will show this through the outcome of your work activities and through evaluations of your systems and processes. You need to be able to show that you have general knowledge and understanding of the following: The nature and role of the change process 1 how to characterise change and models of the change process 2 how to assess the consequences of external change factors 3 how to adopt risk assessment procedures in relation to change 4 how to identify organisational factors preventing change 5 how to generate novel structures and ways of working in the face of change 6 how to change internal organisational dynamics 7 how to transfer knowledge and encourage reflexive communication systems which aid change management 8 how to initiate and sustain change programmes at all levels of the organisation 9 how to motivate individuals in times of change 10 the dynamics of change and how it impacts on the way individuals and groups work 11 how to identify and manage the emotional impact change can have on individuals 12 how to develop indicators of successful change and related monitoring procedures Principles and concepts 13 how to identify and make use of appropriate benchmarks of good practice 14 how to make effective use of action planning techniques 15 how to identify appropriate forms of ethical auditing to help clarify and resolve ethical tensions where they occur 16 how to select and apply appropriate data collection and analysis techniques, including representative sampling, reliability and validity 17 how to evaluate employee relations information against a range of criteria, including budget, the marketplace, employee satisfaction, the organisation s strategy, legal requirements, and the ways of identifying and using quantitative and qualitative information 18 how to summarise and present data External factors influencing the change management process 19 how to identify and prioritise the primary external factors influencing the need to change 20 where to find, and how to appropriate, information about change management processes 21 how to identify and make use of developments in e-personnel and other technological developments when planning the delivery of personnel services