This is to enable Human Resource Managers and other Executives justify and maximize investments on staff training and development

1. AVN Consulting
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2.  Organizations budget and spend on Staff
Capacity Development and Training .
 Often there is no Discernable Change in Staff
Behavior after Training
 Hence there is doubtful effect of Training on
Employee Performance.
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3.  Focus has been imparting skills and
knowledge to employees
 Focus should rather be on preparing
employees for the Change such Trainings
ought to achieve
 Hence Organizations should focus on Change
Management before Deciding and Designing
the Trainings
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4. Change is inevitable once the Organization
decides to embark on the following;
 Better Processes
 Better Quality Service
 Improved Customer Satisfaction.
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5.  Change impacts the Employee Behavior
towards achievement of Organization’s
Strategy
 A Proactive Change Management program
should be deployed to engage and support
employees through the transition.
 Transition is from AS-IS to SHOULD-BE
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6. Reduces resistance Shortens the project
to Change cycle time resulting from
resistance to change
 Cuts the costs
associated with that  Increases the probability
Resistance of successful change
Decreases the cost
of subsequent
changes
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7. Change one aspect
People
the others are affected
Organizational Change
is the
Solution People
side of projects
Process Technology
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8.  The normal reaction to change is resistance.
 Leaders shouldn't be surprised by resistance
to Change?
 Leaders should expect Resistance and plan
for Resistance.
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9.  Change creates anxiety and fear.
 Ill-defined future state of workplace
 Unmotivated Employees
 Unconvinced Employees
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10.  Assuming that building Awareness of the need
for Change leads to Desire for Change.
 (In)Experience of Managers
 Clarity of information
 Using Stick and Carrot
 Allowing a Culture of Blame
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