Organizational Change in Your HR Project

Joe Wynne is a versatile Project Manager experienced in delivering medium-scope projects in large organizations that improve workforce performance and business processes. He has a proven track record of delivering effective, technology-savvy solutions in a variety of industries and a unique combination of strengths in both process management and workforce management.

 

When you have been assigned to a human resource-related project, success requires managing the organizational change to a degree that you may not have experienced before. An "HR project" for the purpose of this article, is one that impacts the human resources of the organization—such as those projects that upgrade/replace systems used for employee pay, performance management, training, hiring and so on.

Don't just interpret these as typical technology projects with expected business benefits. They are certainly that, but they also hit employees in critical areas like their bank accounts and overall satisfaction with their jobs. It hits managers' ability to manage work teams and team productivity, a high priority in any enterprise wishing to stay afloat. Missteps or failures in these projects are high visibility, perhaps causing you concern about your assignment.

You'd rather be seen as a project manager who has mastered succeeding in projects such as these. To do so, you must understand the critical success factors associated with organizational change management. With the critical success factors in mind, you can appropriately monitor and properly focus the attention of your project team. A few examples will help illustrate how different HR projects generate different change control success factors.

Time Recording or Employee Payroll …

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