Change Management
In developing an appropriate work plan for your organization it is important to identify the appropriate phases and deliverables that are required to meet your company’s BPR purposes and timeframe. It is also important to determine which change dimensions the BPR should focus on. KM System’s business process design methodology (BPDM) defines the following change dimensions or levers of change:
- Strategy and Policy - Changes to the overall goals/vision of the organization or to specific guidelines/procedures that govern actions and decision making within the organization
- Organization and People – Change to organizational structure or human resource functions such as employee performance, management, employee relations and resource planning. Process and Technology – Creating and maintaining sustainable process that are wholly integrated with existing or new information technology systems
- Process & Technology - Changes to sub-processes, activities or tasks within a business process or the inputs and outputs thereof including changes to enabling technologies such as hardware & software performance – Measurement of organization performance as it relates to the organization’s overall strategy and objective
The complete BPI framework consists of five phases of change, which highlight people, process, technology and policy by integrating BPI information technology, human resources and change management approaches. The framework spans the gap from becoming aware of the need to change to the change being successfully embedded. The following figure describes the major phases in our BPI methodology.
| BPI Framework (5 Phases) |
| ü Align Phase | Determine the program management approach; identify the future desired state of the business architecture; develop the change management and stakeholder strategy and define the critical success factors |
| ü Assess Phase | Assess current environment versus future vision across organization; establish a baseline against which performance improvements will be measured; sensitize management and staff to the scope and degree of changes being considered |
| ü Design Phase | Using cross-functional design teams create a creative/innovative portrait of how services will be provided in the future, including initial impacts on business processes, information technology and human resources; establish estimates of associated benefits and costs. Gain a full understanding of the consequences to the organization of implementing the preferred solution (e.g., the interrelated impacts of simultaneous changes to processes, human resources, technology, policies, and physical infrastructure |
| üImplement Phase | Training and monitor compliance to new processes and policies. Construct and test all elements of the infrastructure required to support the solution; draft support documentation; validate key components of the IT system; modify/upgrade physical facilities, establish programs to help deal with a broad range of employee-oriented issues. Set in motion across the organization the full suite of process, technological and social changes that have been designed and built; install equipment at local sites, conduct |
| üOperate & Improve Phase | Put in place mechanisms to ensure that performance improvements resulting from the transformation exercise are sustained over time and ultimately lead to opportunities for additional performance gains; establish continuous improvement as an integral part of the organizational culture. |
KMSG designs and implements change management efforts that ensure organizations maximize the benefits of change. Our change methods are comprehensive and are as focused on providing hard results as they are on the soft side of business operations, winning the hearts and minds of those involved in change and addressing their behavior.
We take a multi-dimensional view of people, processes and technology and we understand the subtle relationships between them. We link our understanding to the objectives of the organization, to derive the key set of measurements against which we gauge the effects of change. We study the culture of the organization to help our customers communicate effectively with those employees most affected by change.
