Learning Objectives
By the end of this module, you will meet these learning objectives:
Determine appropriate change management models for
managing organizational change
Describe the methods of ensuring learning transfer
Explain the evaluation of change management training
Module Overview
In the previous module, you explored the concept of employee
disengagement as a significant cause of attrition.
In this module, you will assess the importance of goals or change
outcomes. You will also learn about the importance of timing the
assessment of these outcomes and the viewpoints of various
stakeholders. Through this module, you will explore the relationship
between misunderstanding or lack of trust and change resistance and
discover various methods of dealing with resistance to change.
The module will introduce you to different change management
models. You will examine Kotter’s change management model, Lewin’s
process change management model, and the ADKAR change
management model. As you study the difference between these
change management models, you will discover that all these models
begin with an emphasis on communicating the need for change.
In this module, you will also learn about the differences between
twentieth-century organizations and twenty-first-century
organizations. You will discover how these two types of organizations
differ in terms of structure, systems, and culture.
In your role as an HR consultant, you created a presentation on the
impact of employee disengagement and recommended strategies to
improve employee engagement. Now, to prepare the VP and
leadership team for the change management plan, you will describe
various change management models and identify the model best
suited for employees at the U.S. branch of the Singaporean software
solutions provider.
