Training and Development in Change Management Process



Training and Development in Change Management Process

Introduction

“All sorts of change and learning initiate with some sort of frustration and dissatisfaction.” This quotation is the best one to start this assignment paper as the main topic revolves around the role of training and development in the overall process of Change Management. The efforts of process improvement that are carried out by several companies have a great impact on financial and operational outcomes as a formal rain dance has on the weather. This assignment will discuss numerous significant influences that would make capable leaders and managers for improving the organizational outcomes, some specific influence to be exerted by managers, and some examples that are related to this wide ranging topic.

Discussion

Various focuses on the performance evaluation such as assessment of customer satisfaction, competitive benchmarking, or SPC (Statistical Process Control) are carried out just to fulfill this purpose of performance improvements. Many activities aim at training and development of employees so that they could improve their performances which eventually assist the organizations to exert a total change management process (Prokesch, 2009).

Organization change of conventional type which particularly encompasses motivation, and training and development, mostly falls short. Certainly, the fact is that every organization requires some change as they realize that if their organization cannot make some influential changes with time then it will become uncompetitive, will lose the market share, there will no jobs to be offered, and eventually the organization will go out of the entire business. Managers and organizational leaders still think that employees are just bound to do the assigned things or the duties, for which they are getting paid, but unfortunately, this conception of managers and leaders is conditioned from an untimely age, and it essentially requires changing. Presently, people have different perspectives regarding this concept and employees in the organizations try to impose new skills and innovativeness in their work but mostly these initiatives does not always work as:

It supposes that employee's personal wishes, needs and aims are absolutely integrated with organizational aims and goals, or that there is no any requirement for such integration.

It supposes that employees want and can incorporate into their lives, the sort of change or development that their organization consider suitable for them given all their personal priorities (Prokesch, 2009).

Instead, managers, leaders, and organizations would accomplish better if they first make efforts to explore the ways to align the organizational goals with the needs and wants of employees. Majority of employees in an organization who work under no delusion that their main task is to perform as same what their managers says, then that organization conclusively pay shockingly higher rewards to avaricious directors, and an extraordinary dividend to the shareholders. Employees work hard so that other fortunate or gifted people could get benefited from employee's efforts (Gilley et al., 2009).

To initiate any effective change process, one must first initiate by clear understanding that why there is a need to change. As per the Lewin's theory of ...