Benchmarking how employers manage change in 2010
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HR professionals are ideally placed to help ensure that change is managed effectively, yet often their skills are underused. Public sector HR specialists are particularly likely to feel that this is the case. But despite this, HR continues to play a key role in change programmes. |
These are among the key findings of the 2010 HR & Compliance Centre Benchmarking survey on managing change, which is based on responses from 114 employers.
Subscribers to HR & Compliance Centre Benchmarking can drill down into the complete benchmarking data from the 2010 managing change survey.
Click on the links to access full benchmarking data on each of the following key findings, then apply filters where necessary to view data by sector, organisation size and/or region:
- Half of respondents are not satisfied that HR expertise is used to its full potential during change programmes at their organisation. But private sector respondents are more likely to be satisfied with how HR expertise is employed.
- HR is involved in change programmes at 90% of organisations.
- HR is most likely to be involved at the planning and implementation stages of change programmes, but less so at the crucial initial proposal stage.
- Almost all respondents believe HR needs to be involved at the earliest possible stage of the change management process.
- During implementation of change programmes, HR is most likely to be involved in supporting and advising employees.
- Two-thirds of respondents employ one or more individuals with change management expertise.
- A majority of HR professionals believe their organisation needs to train more employees in change management skills.
- Around two-thirds of employers provide training to help employees manage change.
The unique interactive features of HR & Compliance Centre Benchmarking can be applied to each question from this survey, to create bespoke reports that you can download and use.
Michael Carty, benchmarking editor
