This document provides an overview of professional change management. It discusses the history and emergence of change management as a field. It describes key change management roles, requirements, theories, and perspectives. The document also provides an example of managing a change from personnel management to human resource management. It analyzes the differences between the two approaches and how organizations transitioned. Finally, it concludes that change management is a required competency and that involving employees in the process can help overcome resistance to change.

1. PROFESSIOnAlchange management By: ImranHaroonBme/612 Fayaz Ahmed Bme/803 AhsanSethiBm/880 RabiyaRiyazBm/985 MubashirSattarBme/806 Humaira Ali Bme/752

2. Change will not come if we wait for some other person or some other time. We are the ones we've been waiting for. We are the change that we seek. - Barack Obama Professional Change Management

3. Introduction to Professional Change Management By: Imran Haroon

5. ROLES IN CHANGE MANAGEMENT

6. Requirements for Change Management Awareness Desire` Knowledge Ability Reinforcement

7. By: Ahsan Sethi History of Professional Change Management

8. The convergence of two fields of thought

9. Theories Of Professional Change Management by: by: Fayaz Ahmed

10. Managers have to look at change management models and judge when change is needed and also adapt to changes of their organization. Therefore, change management is an essential skill for the modern manager. However, one change management theory is that real and lasting change cannot be achieved without a radical change in the management itself. THEORIES

11. change management plays an important role in an organization. This allows the organization to give a reactive or a proactive response to the changes that happen internally or externally. Knowing the change management and its process would help an organization and it s processes to be stable. Theory by Robert Heller

13. By: Mubashir Sattar Change Management Perspectives and Strategies

15. Understanding how one person makes a change successfullyIndividual change management is the management of change from the perspective of the employees. They are the ones who ultimately must implement the change. The focus here is around the tools and techniques to help an employee transition through the change process Change Management Perspectives

17. Understanding what tools we have to help individuals make changes successfully

18. Tools like communication and training are often the only activities when no structured approach is applied. When there is an organizational change management perspective, a process emerges for how to scale change management activities and how to use the complete set of tools available for project leaders and business managers.Change Management Perspective

19. Change Management Strategy elements Situational awareness - understand the change and who is impacted Supporting structures - team and sponsor structures Strategy analysis - risks, resistance and special tactics Professional Change management Strategies

20. Change management plans Situational awareness Supporting structure Strategy analysis >drives> Communication plan Sponsorship roadmap Coaching plan Training plan Resistance management plan Reinforcement planning Change management strategy

21. Change Management Plan Change Management Strategy Situational awareness Supporting structure Strategy analysis >drives>>> Communication plan Sponsorship roadmap Coaching plan Training plan Resistance management plan Reinforcement planning

22. Example of Professional Change Management by: Rabiya Riyaz

23. From Personnel Management to Human Resource Management When the flexible concept of HRM emerged in the 1980s, in the times of Thatcherism and Reaganomics, it “could not help but look more desirable than personnel management” (Hope-Hailey).

25. These ideas spread to other countries in the 1980s and 1990s, particularly Australia, New Zealand, parts of northern Europe - especially the UK, Ireland and Scandinavia - and also South and South-East Asia and South Africa. Today, the HRM approach is influential in many parts of the world. Occurence of Change

27. human resources is described as much broader in scope than personnel management. Human resources is said to incorporate and develop personnel management tasks, while seeking to create and develop teams of workers for the benefit of the organization. A primary goal of human resources is to enable employees to work to a maximum level of efficiency. Difference between PM and HRM

29. involves ongoing strategies to manage and develop

30. Human resource management holds that improved performance leads to employee satisfaction.

31. With human resources, work groups, effective strategies for meeting challenges, and job creativity are seen as the primary motivators.

32. more administrative in nature, dealing with payroll, complying with employment law, and handling related tasks

33. include administrative tasks that are both traditional and routine