Question

2. How does the Change Measurement Framework build on earlier efforts to measure the impact of OD and CM activities?

Answer 1

ANS.

Measuring the people side of change is becoming an expectation and even a requirement in many organizations. Forty percent of Prosci research participants say they must report on change management effectiveness for their projects. Most commonly, they report measurements to project sponsors, general leadership, and project (and program) personnel.

Measuring change management used to be considered elusive and complicated. And although measuring change management can vary from project to project, measurement fundamentals are emerging. research sheds light on how to craft a well-rounded measurement strategy.

At the highest level, your measurement strategy should assess.

• The change management activities you’re tasked with completing
• The outcomes of those activities at both the individual and organizational levels

The final category for measurement is change management performance. The metrics in this category are connected to the actual activities carried out by the change management team. While it’s helpful to monitor these activities, the other two outcome-oriented categories of individual and project performance are necessary to determine if the change management activities are successful.

Finally, participants gauged performance by tracking change management activities. Regardless of the type of change, all structured change management initiatives involve these activities, making these metrics useful for any change program.

• Tracking of change management activities conducted according to plan
• Training tests and effectiveness measures
• Training participation and attendance numbers
• Communication deliveries
• Communication effectiveness

Organizational development (OD) is a field of study that addresses change and how it affects organizations and the individuals within those organizations. Effective organizational development can assist organizations and individuals to cope with change. Strategies can be developed to introduce planned change, such as team-building efforts, to improve organizational functioning. While change is a “given,” there are a number of ways to deal with change -- some useful, some not. Organizational development assists organizations in coping with the turbulent environment, both internally and externally, frequently doing so by introducing planned change efforts.

Organizational development is a relatively new area of interest for business and the professions. While the professional development of individuals has been accepted and fostered by a number of organizations for some time, there is still ambiguity surrounding the term organizational development. The basic concept of both professional development and organizational development is the same, however, with an essential difference in focus. Professional development attempts to improve an individual’s effectiveness in practice, while organizational development focuses on ways to improve an organization’s overall productivity, human fulfillment, and responsiveness to the environment. These goals are accomplished through a variety of interventions aimed at dealing with specific issues, as well as through ongoing processes.