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HR in Change Management Growth from Personnel Manager to Strategic Business Partner

HR in Change Management Growth from Personnel Manager to Strategic Business Partner. Ferry de Jong, April 2014 PIM*, Progressive Interim Management. Ferry de Jong (1973 ). Education Business Communications Business Science Psychology Working experience till 2008

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HR in Change Management Growth from Personnel Manager to Strategic Business Partner

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  1. HR in Change ManagementGrowthfromPersonnelManager toStrategic Business Partner Ferry de Jong, April 2014 PIM*, Progressive Interim Management

  2. Ferry de Jong (1973) • Education • Business Communications • Business Science • Psychology • Workingexperiencetill 2008 • Capgemini, AveryDennison, TNT Post, TNT Express • Independent Consultant (2008-present)- PIM* • Interim Change Projects • Counseling • Lecturer at universities • Volunteerworker

  3. Culture Change Programmes • TNT Head Office • TATA Steel Manufacturing • Sanquin Blood Supply

  4. Dilemma’s in most Change Programmes • Top- Down • Knowledge • Not a clear focus, where does this lead to • Empowerment • Responsibility

  5. Image of the programme • Fuzzy • Not Transparant • No leadership • Bad communication • Workers are notbeingheard • Anycontribution is notappreciated • No cooperation between project and employees

  6. Result • Denial of the change needsand actions taken • Strong opposition, blockingany change • Negativeatmosphere

  7. HR service offering in change • Business Partnership • Empower the full staff, notonly management • Listen and cover important needsbottom up/top down • Be trustful • Sparring partner forall employees • Consult in the process, not take the responsibility

  8. HR position “Oil in the machine” of change programmes

  9. HR requirement • Proactive • Management understandingandhave the big picture • Be the generalist, notspecialist • Connectors • Part of the management team • Visibilty • Great communicators • Be selective!

  10. Thanksforyour time! Questions?

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