Change Management Services in our view, may be considered as Integrated Servicescovering four types of assistance, namely:
Transition & Crisis Management (the latter being traditionally referred to as “Interim Management”)
Each of them usually focuses on a particular phase in a Change context : going from a more analytical & conceptual service delivery to a focus on implementation and acceptance, integrating into practice the strategic outcome of the analysis made.
You are in need of...
Project Lead (3)
Transition & Crisis Management (4)
A subject matter expert opinion
On a specific HR technical topic you do not have the in-house knowledge about or for which you wish a second opinion/sanity check.
An external analysisof what & how to implement a business change.
What options are available ? What are the risks & costs ? What will be your ROI ? What is the market doing ?
A partner to whom you can delegate the whole change process- lead, implementation & communication.
Once the analysis is made on how to reach the targeted change.
A partner to whom you can temporarily delegate a full role or process.
Examples of outsourced Change Management services you might wish for...
(1) Some technical advice on new regulations, compliance, tax, social law, remuneration or regulatory issues...
(2) An audit on your current HR structure or processes, a proposal for optimization of existing compensation packages or other HR processes, the conceptual design of a talent policy, the definition of a new reward strategic vision, the design of a tailored leadership program...
(3) For the creation of operational Hubs or during an internal restructuring or reorganization - someone to lead practically & implement workforce re-deployment & relocation, perform profiles analysis, implement terminations procedures, organize the training of personnel on the new roles...
(4) During the temporary vacancy of a senior HR role - you might need a transitioning HR Director/ HR Executive ad interim to take care of the regular operational running of the HR activities and of the projects running (e.g. formalities for the opening of a new country location)until the succession has been permanently staffed.