In order to succeed in the major change processes, one must also understand the human side of change management. Including the company’s culture, values, people and behavior.
We are talking about three main types of change processes. They should be used in combination. Change and restructuring can result from major, politically initiated reforms to reorganize or change work processes internally in a business.
Change in organizational structure
Change in organizational structure is perhaps the most common tool used by management when they want to change their business. Major structural reforms are usually politically initiated, and the ministries are therefore heavily involved in this type of change. Major structural reforms may involve efficiency improvements, but other goals or considerations are often given greater weight.
Change of work processes
When reorganization is a measure of efficiency, this is in many respects justified by changing work processes and digitization. Public enterprises can improve efficiency and improve by changing the way tasks are solved. For example, it may be to cut a link in a case chain, develop self-service solutions or digitize the work process to free up human resources that can be used to solve other tasks.
Change in staffing and expertise
In a time of reduction in appropriations, strategic use of human resources becomes extra important. For some businesses, this will also involve downsizing. Regardless, re-priorities can involve changes that require change management. However, streamlining does not just have to involve downsizing. Poorly utilized man-years are very expensive – especially over time. It is therefore important that the company’s available human resources are used well – in priority areas. This means that managers have a special responsibility for turning efforts in line with changes in priorities. Strategic skills management is an important element in this.