Protege Management
People And Change Management

People And Change Management
(Embrace People As The Key To Organisational Change)

Today’s organisation should be agile and flexible as a matter of survival. Organisations today face an unprecedented level of change and volatility, ranging from increased harsh economic business environment, M&A activity and regulatory and risk complexity, to new technologies and skill requirements.

But the road to agility and change success is often blocked due to people-related issues. Research tells us that as many as 75% of change initiatives fall short of expectations due to employee resistance and lack of clarity and leadership support. We help our organisation’s clients with talent strategy, behavioural change management; organisation processes and development and HR practice optimisation. Change Management teams focus on the human competences and develop strategies for the attraction, development, motivation, retention and management of the right people with the right skill sets and right knowledges to deliver on the goals of the business.

Focusing on the HR practice, it develops the corresponding HR strategy; plans that enable the HR function and line management — working together — to be able to deliver the strategy for the human capabilities. Finally, when organisations need to accomplish major change and make it sustainable, the two are integrated to enable people involved with and affected by the change to become engaged, committed and competent in the new way of doing business.

Change Management Teams Can Advise Our Organisation’s Clients On:

Change Management Teams Can Advise Our Organisation’s Clients On

Within These Wide Categories, The Change Management Teams Advise Clients On Transforming Their Companies By:

  • 1. Link their top teams around their strategy and required performance.

  • 2. Craft vision and case for change.

  • 3. Involve stakeholders

  • 4. Link the various change levers, particularly HR.

  • 5. Create communications strategies channel and plans with employees before, during and after a large-scale transformation.

  • 6. Adjust project and program management.

  • 7. Design talent/human capital strategies, including identifying and retaining top performer.

  • 8. Advance organisational design and organisation competence development.

  • 9. Inspire cultural change.

  • 10. Craft effective performance management.

  • 11. Create delivery models (shared services, outsourcing, etc.)

  • 12. Create the organisation design of the HR policy redesign HR processes and programs.

  • 13. Evaluate HR technology and strategies.

  • 14. Strengthen the HR team's effectiveness.