GCU Health & Medical Change Management Process Discussion

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Assessment Description:

During the change management process of an organization, it is crucial to consider the involvement and impact of different professionals. These professionals play diverse roles and contribute to the success or failure of change implementation. However, it is also important to evaluate whether any key professional was missing from the change management team and how their involvement could have made a difference in the project.

Answer:

In the case of a change that took place at an organization for which I have worked, the change management process involved several key professionals. The project manager was responsible for overseeing the entire change initiative, coordinating the efforts of different departments, and ensuring effective communication among team members. Their role was pivotal in planning and organizing the change process, as well as monitoring its progress.

The human resources (HR) department also played a significant role in the change management process. They were involved in identifying the need for change, analyzing the impact on employees, and developing strategies to manage resistance and ensure buy-in from the workforce. HR professionals facilitated communication between management and employees, addressing concerns and providing support during the transition period.

The IT department had a crucial role in implementing technological changes associated with the overall organizational change. They were responsible for assessing and upgrading the existing systems, training employees on new technologies, and troubleshooting any technical issues that arose during the implementation phase. Their expertise ensured a smooth transition and minimized disruptions to daily operations.

Moreover, the frontline employees had a direct impact on the change management process. As the individuals directly affected by the change, they provided valuable insights, feedback, and suggestions. Their involvement was crucial in determining the practicality and feasibility of the proposed changes. Furthermore, their active participation in the change process fostered a sense of ownership and commitment.

However, one professional who was missing from the change management team was a representative from the finance department. The involvement of a financial expert could have significantly contributed to the project’s success. Their role would have been to assess the financial implications of the change, conduct cost-benefit analyses, and ensure that the organization’s financial resources were allocated efficiently. Their expertise would provide valuable insights into the financial feasibility and sustainability of the change initiative.

By involving a financial professional, the organization could have received guidance on optimizing resource allocation, identifying potential cost-saving measures, and assessing the return on investment. Their involvement would have added a critical perspective to the change management process, ensuring that decisions were not solely driven by operational considerations but also aligned with the organization’s financial goals.

In conclusion, the change management process involves various professionals, each with a specific role and impact on the overall success of the project. While key individuals such as project managers, HR professionals, and IT experts play crucial roles, it is important to recognize the value that a financial professional can bring to the table. Their involvement in the change management team would enable a more holistic and comprehensive approach, considering not only operational aspects but also financial implications and sustainability.