There are no pre-requisites for this module to be added

This module has a focus on change management and people analytics and importantly contributes towards a greater understanding of how to manage change and the key levers which support the successful implementation of change projects. People analytics plays an important part in this and this module explores how to develop people measures to diagnose potential areas of concern and to measure and track progress of change projects to inform current and future organisational strategy. The ability to manage change is a key HRM skill and often it is people professionals who lead and support both the diagnosis and implementation of organisational change projects. This module is focussed upon helping you to understand the complex nature of change, the different strategies that can be employed to manage it, the issues that people management professionals involved in the implementation of organisational change can face, and the key levers and mechanisms that can be used to both implement change successfully and to maintain change over the longer term. The module begins with consideration of the nature of the different types of organisational change which take place and the change models available to support both the diagnosis and management of change. It then goes on to consider how to identify and manage resistance both before and during change, as well as an examination of the key levers and mechanisms that can be utilised to help overcome resistance and sustain change over the longer term. Communication and participation are then studied in the context of leading change and overcoming resistance with a focus on how HRM professionals can involve people in the implementation of change and facilitate buy-in to different change outcomes.Reflecting on how culture change is altered over the longer term is a core aspect of sustainable change programmes and the theory is presented and discussed. Finally, the latter half of the module has a focus on people analytics and how measures can be developed to diagnose strategic activity and manage change, it also looks at how the presentation of data through a scorecard approach can be utilised to inform and measure the pace of change over the short and long term as well as informing both current and future strategic direction.

LO1 Assess and evaluate the complex nature of change and the different strategies which can be employed to implement change
LO2 Critically evaluate how people analytics informs organisational performance and supports insight into people management when managing change
LO3 Determine and design measures to assess the impact of strategic decision making on people management and inform future strategic activity
LO4 Critically examine and assess the cultural dimension of change
LO5 Evaluate how the role of participation and communication during change can be utilised to develop strategies aimed at minimising resistance
LO6 Examine how to sustain change over the longer term