Measuring change
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Measuring Change. EME 6636 Change Management Instructor: Dr. Darabi Yang Xu. Evaluation Phase. Fig.1: Integrated SAAPS with the HPT model. Align Structure Staffing, development, measurement , rewards, communication, organization structure Optimize results: Change integration

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Measuring Change

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Measuring change

Measuring Change

EME 6636 Change Management

Instructor: Dr. Darabi

Yang Xu

Evaluation Phase


Measuring change

Fig.1: Integrated SAAPS with the HPT model


Measuring change

Align Structure

  • Staffing, development, measurement, rewards, communication, organization structure

    Optimize results:

  • Change integration

  • Workforce measure

  • Workforce measures questionnaire

  • Lessons learned

Fig.2: Kate Nelson & Stacy Aaron, Change Guide LLC


The purpose of measuring change

The purpose of measuring change

Keep track the process of change, and identify the effectiveness of process

Identify the validity (outcome) of change

Identify the long-term impact of change, and gain supports for future


Kirkpatrick s 4 level evaluation

Kirkpatrick’s 4-level evaluation


5 level framework for evaluation

5-level framework for evaluation


The comparision between cost and benefits

The comparision between cost and benefits

120

70

50

30

2003

2004

2005

2006

The


Measuring change

  • Control groups

  • Trend line analysis

  • Forecasting

  • Customer input

  • Participants’ and supervisors’ estimates of intervention’s effects

  • Expert estimation

  • Evaluation purpose

  • Evaluation instruments

  • Evaluation timing

  • Evaluation levels


Measuring change

10 Steps to establish a results-based monitoring and evaluation system

Jody Zall Kusek, Ray C. Rist, The world bank

Implement

Maintain

Plan


Measuring change

Evaluation

Monitoring

  • Objectives

  • Links activities and their resources to objectives

  • Performance indicagtors and targets

  • Collect data

  • Reports to managers and alert them problems

  • Analyze results

  • Assess specific causal contributions

  • Examine implementing process

  • Explores unintended results

  • Recommendation


Readiness assessment

Readiness Assessment

  • Need for assessment

  • Capability for assessment


Agree on outcomes to monitor and evaluate

Agree on outcomes to monitor and evaluate

Identify the key stakeholders

Identify the stakeholders’ concerns

Transfer problems into measurable expected outcomes


Selecting key indicators to monitor outcomes

Economic

Monitorable

Adequate

Relevant

Clear

Selecting key indicators to monitor outcomes


Setting baselines and gathering data in indicators

Setting baselines and gathering data in indicators


Planning for improvement selecting results targets

Planning for improvement—selecting results targets

Results targets

By Jan.

By Feb.

The salary level will increase 5%.

The salary level will increase 15%.


The systematic model

The systematic model

Plan


Monitoring for results

Monitoring for results

Data sources

Data collection methods

Data collection frequency

Personnel’s Responsibility


Measuring change

Reliability

Key criteria for collecting date

Validity

Timeliness


Reporting findings

Title in here

Title in here

For what

To whom

Which

format

Title in here

Reporting findings

Purpose of reporting

1.Demonstrate accountability

2.Convince and gain support

3.Document

4. Promote understanding


The systematic model1

The systematic model

Implement

Maintain

Plan


Barriers in measuring change

Barriers in measuring change

Time consuming

Expensive

Complicated process

Negative evaluation results


Measuring change

Thank You !

Questions?


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