(1)Why is evaluation important in an internal change agency? <\/p>\n\n\n\n
Reference -Chapter 3 – Book – Management consultancy : the role of the change agent \/ Julian Randall, Bernard Burnes and Allan J. Sim. <\/p>\n\n\n\n
\u2022 Talk abt how to prepare for the first meeting with a client and how a rapport is build-up <\/p>\n\n\n\n
\u2022 Talk abt the consultancy sale cycle \u2013 i.e (A) qualifying you prospective client (B) Negotiating you contract (C) Closing for Commitment<\/p>\n\n\n\n
\u2022 Finding out more about the client i.e Qualitative interview work ie. The purpose of the qualitative interview is to uncover the perceptions that key individuals may have about their job; work; career; manager; and organization \u2022 Source of information about the company is on par as what is communicated to the consultant<\/p>\n\n\n\n
\u2022 Identify the potential problems and issues and present what is required of you by the client<\/p>\n\n\n\n
\u2022 Talk about the 4 phase Model (Bullock and Batten\u2019s (1985) ) <\/p>\n\n\n\n
(2)How do you secure it in the long term? <\/p>\n\n\n\n
Reference -Chapter 6 – Book – Management consultancy : the role of the change agent \/ Julian Randall, Bernard Burnes and Allan J. Sim.<\/p>\n\n\n\n
\u2022 Training and Development <\/p>\n\n\n\n
\u2022 Evaluation \u2013 Important to talk about the levels and various evaluation tools<\/p>\n\n\n\n
\u2022 Communication the vision (change) <\/p>\n\n\n\n
\u2022 Interacting the change in the HRD check list i.e. getting culture change <\/p>\n\n\n\n
\u2022 Regular review of performance requirements(Personal Development plan ) <\/p>\n\n\n\n
\u2022 Identify training, development and reward outcomes (continuing professional development) <\/p>\n\n\n\n
\u2022 Conclusion <\/p>\n","protected":false},"excerpt":{"rendered":"
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