Because new technologies are rapidly deployed in a constantly evolving global marketplace, organizations frequently encounter new business challenges and, in turn, are constantly exploring new business methods and areas.
Generally, organizations embrace business, structural and technological changes. However, people hate change. Changes can create employee resistance or dissension, leading to delay or failed change implementation. Organizational changes also have the potential to impact productivity in a negative way. The OCM framework minimizes such dips in productivity and their duration.
OCM components include organizational readiness and preparation, stakeholder analysis, communication planning, human resources (HR) and training. Each component facilitates the exploration of expectations, personnel training and communications with the workforce. OCM also measures new change performance to redesign organizational strategies, ensuring business continuity.