As businesses and enterprises contend with the constant drive for technological innovation, economic turmoil from geopolitical tensions, and multiple generations working side by side in the workforce, no one would argue that this era is characterized as one of “maximum change and unpredictability.“  Similarly, few would challenge the notion that this operating landscape brings challenges and opportunities, with the latter being enjoyed by those businesses that excel in one competency area in particular: managing change or the domain commonly known as Organizational Change Management (OCM).Â
Why OCM is Vital for Large Enterprises
A recent Boston Consulting Group study revealed that during the past two decades, only 26% of corporate transformations successfully created value in both the short and long terms. Then, we have the oft-cited McKinsey findings that only 30% of organizational change initiatives are considered highly successful afterward.  Â
Effective change management is even more vital when more stakeholders (e.g., employees, managers, HR and Ops staff, and external partners) are involved or impacted. This is certainly the case in all deployments of new technology that touches or is used by many or mostly everyone in an organization. This includes core HR and Human Capital Management (HCM) technology platforms for automating the hire-to-retire employee lifecycle and enhancing the employee experience throughout.  Â
It also deeply applies to systems for enabling and automating Workforce Management (WFM) functions impacting the journey and everyday experience of hourly paid workers. These are classic examples of technology used by the masses within a business where OCM is most relevant. Â
Continue reading the full article here: Organizational Change Management (OCM) Meets Workforce Management: A Guide