Dec. 12, 2012
-- Change management is actually the process of shifting individuals, organization or teams from current state to a more reliable and productive state. Some examples are strategic changes, operational changes, mission changes, technological changes and change in the approach and behavior of persons. However, some rules for effective management of change are important. If it is about managing organizational change, it entails thoughtful planning and sensitive implementation. It also needs consultation with the involvement of the people who shall be directly or indirectly affected by the changes. Change Management Tools
aids in the method, tools and techniques for managing people-side of change. These tools help in managing changes in the organization by decreasing and managing confrontation to change when applying process, technology or organizational change.
The application of these tools must be realistic, achievable and measurable. Some major questions are to be considered - Who is affected by this change, and how will they react to it? What do we want to achieve with this change, why, and how will we know that the change has been achieved? How much of this change can we achieve ourselves, and what parts of the change do we need help with? However, this article will discuss about how Change Management Tools
help any organization performance improvement process to succeed, including programs like total quality management, six sigma, restructuring and continuous process development.
Some Change Management Tools
are Accurev; this tool is a master tool in software configuration management (CM). It offers the capabilities and performance that is unmatched than any other tool offering CM. eB CM; this is an enterprise wide change management solution that compliance with CMII. Aldon affinity for enterprise SCM is the only Content management tool meant for collaborative, multi-platform environments of e-enterprise application development, maintenance and support.
Certain factors that should be considered in choosing how to manage the inevitable changes in an organization include the point of hostility expected, the control base of the change motivator, the nature of current organization’
s culture and its likely response to change and finally the need for information, communication and commitment when planning and carrying out the change in the organization.
Some strategies are usually incorporated in the change management process to make the method smooth. Some of them are directive strategy that allows the management can impose the changes and can carry out the changes really fast. The organization also follows expert strategy; in case of any technological issue this strategy comes into picture. The negotiating strategy involves negotiating with individuals or team affected by the change and to accept the adjustments or changes required for the smooth operation of the organization. Other strategies are educative strategy, participative strategy and so on.
For more details please visit us at http://www.rommanasoftware.com/change-management-tools.php