|
Proposed Solution
<br />OCM uses a set of tools and organizational interventions to, link the business with the new system and
<br />increase the likelihood of a successful transition.
<br />Grganizafiona� change rv,i( a r,1 age riirt
<br />Alignment
<br />a'11 Lao BIr,u °•rirdnor il'-'
<br />I Ppeparedness
<br />P I I i I, t o r, I " ; in J, 1 1) k" i'>r r, ,I,
<br />Tirlfoji 'in Old k 1,t,-, or-WiJimil
<br />Poidtivt leedli�ir:k
<br />ilt-j r,,v[,., 1,r, rw
<br />, " 'N"010111; rat ot:rowii diwrnf-,
<br />Ol'g�)ITA'361DTVil r(10(MIOSS
<br />fr
<br />oil id aligiin icrnt
<br />Ching leadilw's
<br />lvi,i.a fmivllir'
<br />i 'T 11),'Ii Sr I.-, t.1 111 li"i I C IN,
<br />Alignment II
<br />Fl:jr �:ipi"'riir�r --'firinal rflr•'aro
<br />lo ,I + m�j
<br />'I and consiri
<br />def.1sion, Inliting
<br />Lf I� W, i ,It, A i r"i
<br />( if"Iingi:e,rwit',
<br />prov�de Ieg' irli to I -[p rn 'H:"
<br />rh�jriii',Iit ivi,s
<br />, i
<br />I """""'A "
<br />I; ic rTI r I U n If, IT 110 It
<br />L:' t! A
<br />to Jrip .'D rUI III, -[I,
<br />Building the capability to perform within the new processes and technical environment requires active
<br />leadership, engagement of a key group of stakeholders, communication of pertinent information, alignment
<br />of roles and tasks, education and skill development for those who will use the system, and high performing
<br />project teams. Below is an illustration of the Infor Deployment Methodology (IDM). As you can see, there
<br />are change management activities that span the project lifecycle, and getting started as early as possible
<br />ensures alignment with executives, project sponsors and ultimately, your end users.
<br />. ... . ......
<br />• Organizational Risk Assessment Assess and WAigate Change imports
<br />Change Mgt. Strategy' & Roadmajo Manage Program & Revise
<br />• Clarity Busdrrass Case & Vision KNd Perradc Leadership Seselons
<br />• Facilitate Individual & Group Coach Leaders
<br />Le adership Sessions Facilitate Leadershipilitessaging
<br />• As "Ist PIAO in Establishing
<br />Governance & Sponsor Program
<br />-------------------------------------------------------------------
<br />identill/lAnalyze Stakeholders • Executive Stat;eftold&Pfan - Engageilidarage Suder Users
<br />• Nvelop Stakemrder & Execute Carnmunicabon Plan
<br />communication Plans • Ergagelivanage Change
<br />• Brand ProIi Charm Network
<br />-------------------------------------------------------------------------------
<br />identify HR job Data • Eslablpsh Job Design Approach - Outiotil Data to HR, Business
<br />• AnaIy.,e HR Job Data Hold Workshops and Develop controls, Security and Training
<br />• Perform Change Job Role roateei
<br />Go -Live Readiness
<br />Readiness Assessment, Identify Key Readiness Risk's
<br />Assessment
<br />Input Into Change Strategy Develop Risk Mitigation Action
<br />implement Site Readmeas
<br />Plan
<br />Plans
<br />----------------------------------------------------------
<br />End User Training Detailed Course DesJ,gns
<br />---------------------
<br />• Translation Services
<br />Assessment & Strategy • Training Material Development
<br />Training Program Pilots
<br />• Hior Level Cumculum (multiple modaid4s)
<br />• Train -the -Trainer Sessions
<br />Design Training Environment Plan
<br />End User Training Delivery
<br />EPAK Approach & Training Training Data and Classroom
<br />• Training Evaluaticn
<br />• Training Material Standards, Exercises
<br />• Training Program Transition
<br />Prototypes & Templates • Training Deployment Plan
<br />-------------------------------------------------------------------------------
<br />and Knowledge Transfer
<br />Project Team Training Plan Apply Krovfiedge Sharing
<br />Knovitedge Transfer Approach Techniques
<br />& Plan ^ Measure Knovvledi Transfer
<br />• Train Proji Team, e.9 Beet Bc"e Knowledge Transfer
<br />Camp: Ki,V-ofl Events, etc. Pion
<br />• Develop KrovAedge Checklists
<br />3-16
<br />
|