Introduction
New technologies have a great impact on the global market. The accuracy, timeliness and the content of information influence the working process of intellectual personnel. The connection between information technologies and productivity was proved by many researchers. Technologies advance fast, thus the progressive and smooth Change Management is required.
Management of Change
The Change Management in IT “deals with the substitution of one thing or set of conditions for another, thus making something different from its previous condition, be it an alteration in state or quality, variety, variation, mutation” (Sofroniou, 2009, p. 13). The persons involved in the Change Management are responsible for the changes in the system and its assessment, integration, development methods, and applications. Each change request needs to be registered and assessed. The actual change is always approved by the Change Management leader. Leadership support must follow the change process, without it any methods “are not likely to result in success” (Esser, 2010, p. 55). The leader is also responsible for the overall scale of the processes in the Management of Change, the plan creation, budgets, terms, deadlines, and resources.
Change Management Practice
The practice of the Change Management includes an understanding of current need for change, creating of a vision and plan, evaluation, system selection, and training for personnel. The most important stages in the Change Management are assessment and communication. The reasons for change may be many: “dynamic fluctuating markets, varying customer needs, new ways of working, a drive towards internationalization and lowered entry barriers due to the internet and e-business” (Esser, 2010, p. 5). The changes may be planned or unplanned, remedial or developmental. The changes may involve the whole organization or just a particular department. The evaluation of changes is important because it allows the determination of the possible losses or benefits, the origins of the motivation for change, and its urgency.
The correct strategies and methods can be chosen only in case if the change is understood totally. Its understanding also implies the comprehension of psychological factors of human behaviour, both individual and group.
Open communication is one more step leading to success in the Change Management. The free circulation of information benefits organization, thus individuals involved in the Change Management program should be available to communicate with each other. Lack of efficient communication among team members may cause threats to the recognized changes. Employees should be able to receive information from the organization officials and also should be able to give their feedback. In companies where communication is well organized, and where communication is performed properly by all employees, the Management of Change becomes more successful (Borghoff, & Pareschi, 2013, p. 22).
Results of the Efficient Change Management
In case if all the levels of the Change Management program are fulfilled well, and the appropriate strategy is implemented, organization has great benefits: increase in sustainability and effectiveness, sound performance and employees’ productivity, consistency of the information basis, increased competitiveness, the proactive role in the market etc.
Conclusion
Change management is an up-to-date trend and necessity. Today’s world development is rapid and it affects many aspects of life. The ability to manage the changes is essential for economic sustainability. The companies that implement the right strategies in Change Management practice, according to all assessments, current situation, and employees’ abilities, can achieve long-term positive results and economic benefits.
References
Borghoff, U., & Pareschi, R. (2013). Information technology for knowledge management. Berlin, Germany: Springer.
Esser, M. (2010). IT change in small and medium-sized enterprises: a human resource and change management approach. Berlin, Germany: Die Unternehmer-Hochschule.
Sofroniou, A. (2009). Change management in IT. Marlborough Road, UK: PsySys Limited.