Gain leaders trust to sharpen the human capital agenda. Navigate across contexts to create tangible impact

Transcription

1

2

3

4 Gain leaders trust to sharpen the human capital agenda Navigate across contexts to create tangible impact Understand business imperatives, connect people initiatives

5 Learners empowered through bespoke projects last year Flagship certificate courses for HR professionals Journeys covering HR across roles and career stages Bespoke HR capability journeys for organizations Alumni refer someone for a course Course recommendation score HR Professionals empowered to impact business outcomes

6 Comprehensive Assessment Assignment Learning Lab Online Discussion E-Learnings Registration

7

8 Economics Digital Economy, Shared Economy, GST Bill Management Change Competition US and China relationship, Industry Convergence Organization Change Technology Artificial Intelligence, Internet of Things (IoT) Intrapreneurship Globalization Emergence of Africa, Multipolar world, Oil prices Legislation Climate Change, Migration laws in the US Change Objective Change Strategy Demographics Urbanization, Millennial workforce Change Impact

9 Change Management is the structured process that guides how we lead the people side of change in order to achieve a desired outcome. Effective change management recognizes that change occurs at two levels: At the individual level: Understanding and managing your own reactions to change. Supporting others in their understanding, readiness, and adoption to change At the organization level: A set of tools, templates, and resources for projects to drive effective change. A core competency for all colleagues to become catalysts for change

10 Engagement Level The Individual Change Curve is and as colleagues learn and grow through the change event. Change Management helps minimize the depth and duration of disengagement and accelerate the value of your change initiatives. Integrating Individual s typical journey with effective change management Rationalizing Testing Resistance Over- Confidence Disengagement Valley of Despair Letting Go Time

11 How to think about it How to do it Provides a model to help you think about colleagues common responses to change so you can assess needs and plan for change appropriately. Provides the structured approach to facilitate the planning and execution of change.

12 Corporate Transactions Business Transformation Function Transformation Restructuring Workforce Strategies Program Implementation THE WHAT: Organizations face different types of change THE DESIRED RESULT: Changing behavior requires addressing four common employee responses Understanding Emotion Ability Intent THE HOW: Organizations enable individual change by focusing on eight common levers Leadership Stakeholder Management Communication Measurement Organizational Structure Staffing Capability & Capacity Policy & Processes Rewards & Performance Build Momentum Enable Change

13 Plan Engage Enable Sustain Understand the change management efforts and associated timing to plan the work Determine best change interventions for impacted stakeholders Develop and deliver stakeholder interventions to create an agile organizational culture Support project/ change stabilization and transfer knowledge Focused on identifying what is changing, for whom, and the plans to engage and prepare the organization Focused on enabling key stakeholder groups, assessing readiness, delivering communication and training

14

15 Uncover Change Plan for Success Engage Stakeholders Enable Culture Sustain Impact Final Assessment Day 1 Day 2 Assessment Learning journey spanning across four contact classes and a comprehensive online assessment Online Learning Modules* Online Discussion Boards* *Active for one year

16 Final Assessment Assignments Class Participation E-Learnings Online Discussion Final Assessment can only be taken after attending all five modules Minimum 50% is required in the final assessment At least 50% aggregate score is required to complete the certification

17 Uncover Change Make a business case for change Objectives Understand impact of mega trends and disruptions on the organization; classify different types of change Get an overview of the psychology of change and understand different forms of change resistors Navigate organization change by understanding competencies to become change catalysts Determine the business case for change by clearly articulating benefits Outcomes Understand how to identify big changes and prepare for them Understand the impact of the VUCA world on change management efforts Have a deep understanding of change and accompanying difficulties and challenges Develop influencing strategy for stakeholders

18 Plan for Success Assess impact and readiness for change Objectives Define guiding principles on change management as per the future state vision Identify business sponsors and understand risks Conduct change impact analysis for key stakeholder groups and influencers Create project plan and kick-off the change management team Outcomes Get business buy-in on the change roadmap Develop a governance structure to ensure clarity of roles and responsibilities Define integration approach for different work streams Set a change measurement process and configure right metrics

19 Engage Stakeholders Determine the best change interventions Objectives Assess the change readiness of individuals and the organization as a whole Understand the support required by various stakeholder groups in order to play their role in the change management process Develop and deliver targeted communications to stakeholders and incorporate feedback Outcomes Develop and refine an integrated approach addressing specific change needs Emerge as leaders confidante on managing change Identify and mobilize HR and business change network

20 Enable Culture Manage critical strategic initiatives Objectives Create a support structure through people policies and systems to facilitate change adoption Identify and plan for the capability gaps in workforce to bring desired results Create flexible plans based to ensure success of change management Outcomes Bring out key messages to target audience to ensure adoption of change Learn to leverage the impact of change networks Enable mechanisms for two-way feedback to determine effectiveness

21 Sustain Impact Accelerate stabilization Objectives Understand the need to make change stick in the organization Identify challenges to sustaining change in the long-term Conduct regular listening interventions to ensure stakeholder adoption Understand the characteristics of an agile organization Outcomes Provide support during change effort stabilization period Measure and monitor business adoption and support continuous improvement Develop mechanisms to sustain desired behaviors

22

23 Raswinder manages the delivery of Aon s Engagement & Culture Practice for the West Region. He is instrumental in ensuring that Aon s delivery is always cutting edge and is consistently finding new levels of quality and depth of advisory. He has worked with clients in sectors ranging from BFSI, Pharmaceuticals, FMCG, Engineering to Manufacturing within India and Globally. He has a fundamental grounding in survey and research techniques from his stints with human capital research organizations. He brings with a plethora of practical knowledge and best practices through his extensive experience in consulting, research and Corporate HR. He also leads the delivery of Learning Certification Programs. He started his career with Deloitte Consulting Human Capital Practice and then worked with CEB as a part of the Total Rewards practice. In his latest stint before joining Aon, He led HR Strategy and Projects at Snapdeal where he worked directly with HR and Business leaders to create people frameworks to solve business realities. He has a degree in Mechanical Engineering and is a post graduate from Symbiosis Institute of Management Studies (SIMS). Raswinder Jit Singh Senior Consultant, Engagement and Culture Raswinder s Mantra Knowledge comes but Engagement lingers -Lord Tennyson

24 Ajith leads the delivery of Aon Hewitt s Engagement & Culture Practice nationally. He is instrumental in ensuring that Aon Hewitt s delivery is always cutting edge and is consistently finding new levels of quality and depth of advisory. Ajith has worked extensively with Senior Leadership teams across India and in the APAC region in shaping organizational thinking and actions on engagement and culture. His experience spans sectors ranging from BFSI (NBFCs, Insurance, Mutual Funds, Banking), Pharma, FMCG, Engineering and Manufacturing. Ajith has leveraged his experience of both the consumer and employee dynamics to work on frameworks that tangibly link the two, while employing analytics to explain effective business linkage. A certified Strengths performance coach, Ajith has advised Senior Leaders in enhancing their own effectiveness to personal and organizational advantage. Ajith writes extensively in leading HR publications and is a guest speaker at industry forums such as CII and SHRM. He is an Electronics Engineer with a post graduation from Narsee Monjee Institute of Management Studies (NMIMS). Ajith Nair Leader, Engagement and Culture Ajith s Mantra Truly engaging organizations help employees find a purpose and empower them to live it everyday! Self

25 Ashish has over 15 years of work experience in increasingly responsible roles within consulting in several organizations. He has joined Aon as a Practice Leader in 2018 and is responsible for leading the overall Engagement business and the team. Ashish is also the founder of SEE talks, a platform to recognize ordinary heroes who are doing extraordinary work for the society selflessly. In his most recent position, He was managing the Employee Engagement business at Willis Towers Watson. Previously he has worked in organizations such as People Business Consulting, Gallup, Bajaj Allianz Life Insurance and Kotak Life Insurance. He has also been a visiting faculty at SIMSREE. He specializes is Client Acquisitions, Revenue Generation, Profit Centre Management, Consulting, Solution Architecture, Build Outs, Client Relationship, CEO/CXO advisory, Strengths coaching, Leadership Development, Leading teams, Vision, Management Faculty and Marketing. Apart from work, he is passionate about running and learning new things. He is also involved in a lot of community work, he works as coach in Mumbai based NGO working for children with special needs and teaching them cricket on weekends. Ashish Ambasta Practice Leader, Engagement and Culture Ashish s Mantra To Reduce Suffering And Increase Happiness of those I touch. Self

26

27 Learning Center Classroom sessions 16 hours Course Calendar Click to view Terms & Conditions Click to view Online Discussion Board Active for one year Participant Handbook Pre-reads 10 hours Certification Certified Change Management Expert Connect with us Course Fee (inclusive of taxes) 45,000 Participation will be confirmed post payment

28 Aon AHLC Inquiry Mailbox Vishisht Dhawan