When planning for change during an HCM implementation, your organization will need to identify key players for the project. These team members will help you execute your change plan smoothly and effectively.
- Change lead – guide the change analysis, lead the creation of change plans, update sponsors and key stakeholders on change impacts and progress, and provide the key link between other change team members and the project team
- Instructional Designers and Training Facilitators – develop training materials and prepare process experts to deliver end-user training
- Communications staff – write key messages, talking points, and executive briefings to keep sponsors, stakeholders, and employees aware of what is changing, why, and when
- Marketing team – create a brand and image for your new system and talent strategy
- Technical and process experts – build your end-user support structure, and designate resources to respond to and resolve issues
- Governance lead – create and manage the process to address how your system is supporting your talent strategy and leveraging new functionality to support talent processes
- Leadership and executive sponsors – visible champions for the change
- A network of change ambassadors – embedded in the business who can be on-the-ground messengers supporting the process and system changes
Whether the change in your organization is expected to be minor or significant, the right change team members will help your organization navigate the space between the current and future state with less disruption to the business.
Read our other posts on change management here.