Essays on The Theory and Practice of Change Management Coursework

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The paper "The Theory and Practice of Change Management" is an outstanding example of management coursework.   The following essay aims at discussing chapter 21 on Training and Development in the field of management of change. The chapter focuses on how training and development can help in managing change within the organization. It seeks to discuss how training and development can support the re-alignment of competencies of employees and other elements of the organization such as structure and task. After reading the essay, I have understood and learnt numerous issues including training needs, design and delivery of training, and assessment of training. Change in an organization is associated with a certain level of individual change (Hayes 350).

Such individual change is part of a natural and informal process of learning and development. This is the main reason that managers decide to offer specific training and development interventions for employees. Such interventions are aimed at developing new behaviors, skills, attitudes, and knowledge. The first element I understood from this chapter is the training needs. Basically, training and development interventions are focused on two main sets of individuals or employees in the organization.

The first type of members is associated with managing the process of change (Hayes 350). Such members can include managers, supervisors, or team leaders. The other members are those who are required to behave differently when change occurs (Hayes 350). Such members are the most important when it comes to the effective management of change. This is because at times employees will already have all the required competencies to achieve new performance values (Hayes 351). However, such employees only require training to help them perform in new manners, which is information on the reviewed performance standards that they are required to accomplish.

In other cases, employees may not have the needed competencies they need to accomplish performance standards after a change has occurred. Hayes indicates that in such situations managers have numerous options including redesigning tasks to reflect current abilities of employees, substitute the current employees with other equipped with desired competencies, or assist the current employees to obtain the needed new abilities. In this case, the last option is the most effective and involves training and development.

However, the best approach to determining the best option to use is through a training needs analysis. Hayes states that “ a training heeds analysis involves three steps: systems-level review, task analysis and personal analysis” (351). The first step of a system-level review helps to define how the planned change will influence an organization’ s objectives, goals, and tasks. I have come to understand that different types of changes influence organizational departments differently in terms of competencies required and tasks performed. The second step of task analysis involves evaluating specific roles to determine how changes to tasks will influence performance that will be required from employees of the organization or department (351).

The task analysis seeks to identify the new abilities that members are required to possess in order to meet the required performance levels. For instance, a company changing to using computers may require employees to have some computer skills in order to meet the new performance levels. The task analysis is linked to the last step of person analysis. This is because the new competencies identified in the task analysis are used to evaluate the current competencies that employees already possess.

This step ensures that the organization can identify inconsistencies in terms of competencies, thus enabling managers to determine members of groups that require training and development (Hayes 351). Moreover, this step also helps to identify what employees require to know and how they are expected to behave. The training needs analysis is an effective approach in determining members to be trained and what they should be trained. Moreover, this is an effective method of ensuring that change within the organization is successful.

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