HRD

Change Management for HR (CMHR) Certification

Manage change by designing, communicating, and coaching people through the process

2 day in-person class or 4 half-day online sessions

Offered in-person, online, and in-house

Accredited by Human Capital Institute US

Course Introduction

Manage change by designing, communicating, and coaching people through the process

Ever been asked by your clients to help with change? Been part of an unsuccessful change initiative? Wondered why it’s so hard to communicate effectively about change? That’s because most change initiatives don’t take people and their needs into account.

More than 80% of professionals agree their organizations are in a constant state of change, but only 29% say major change initiatives are well-received.

HCI knows that the key to successful change is focusing on people over processes. This course will help you identify and build the capabilities people need to navigate change successfully.

HCI’s approach to change management emphasizes people over process. Our research has identified three key roles that HR must play during change. You’ll discover how to identify and build the capabilities people need to navigate change successfully, using principles that work effectively in organizations of all sizes and industries.

Expert Course Trainer

Learning Objectives

Partner with the Business

Partner with the business to successfully manage change.

Explore the Role of HR During Change

Distinguish among the three different roles that HR can play, and consider how to use each one.

Create an Action Plan

Develop an action plan for your next change initiative that includes human-centered design, communication, and coaching.

Earn Credits Towards Leading Industry Certifications

This certification has been approved for 13 General recertification credit hours toward PHR, SPHR, and GPHR recertification through the HR Certification Institute.

SHRM has pre-approved this certification for 13 Professional Development Credits (PDCs) toward SHRM-CP℠ or SHRM-SCP℠ Certifications.

The 13 hours completed can be counted toward re-certification for any HCI certification.

The use of this seal is not an endorsement by HR Certification Institute of the quality of the program. It means that this program has met the criteria to be pre-approved for recertification credit. Human Capital Institute is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP℠ or SHRM-SCP℠.

Detailed Agenda

Session 1: Introduction
 
  • The role of change in organizations
  • Change management principles
  • Partnership between HR and the business
  • HR’s change management roles: Architect, Broadcaster, Coach
Session 2: The Architect
 

Designing Change Initiatives

  • Overview of Architect role
  • Using human-centered design for a change initiative
  • Using nudges in change design

Partnering with the Business

  • Obtaining buy-in and sponsorship
  • Identifying and involving stakeholders
  • Creating the change management team
  • Establishing decision-making authority


Setting Up Change Initiatives for Success

  • Assessing change readiness
  • Identifying and addressing organizational barriers to change
  • Planning for and evaluating sustainability
Session 3: The Broadcaster

 

Communicating the Right Information in the Right Way

  • Overview of Broadcaster role and why communication is important
  • How to communicate:
  • Framing each message

Building a Strategic Communication Plan

  • Importance of being strategic and planful
  • Audience considerations
  • Timing of messages
  • Communication channels/methods
  • Choosing the right senders
  • Emotional resonance
Session 4: The Coach
 

Understanding and Addressing Reactions to Change
• Overview of Coach role
• Different ways people react to change
• Addressing resistance and barriers


Maximizing Employees’ Capabilities
• Identifying training needs
• Creating a training plan
• Building confidence
• Developing a growth mindset


Keeping Employees Engaged Through Change
• Importance of keeping employees engaged
• Building team cohesion
• Encouraging resilience
• Reinforcement methods (rewards, recognition)
• Creating a network of coaches (managers, super users, ambassadors)

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