Culture and change management Manage change processes and work to support desired organisational culture. Require Importance for role Current level of capability developing? Description for the HR Capability elements practitioner Yes/No Medium Medium High High Low Low Work with the executive to articulate vision for the organisation and communicate the need for change when required Work with the executive to understand the optimal culture for the organisation to achieve its objectives Influence and shape culture and direct change Lead and influence the design and delivery of innovative people practices that support a processes required to positive culture support desired Influence processes and provide support to the organisation when change is required organisation Influence employees to understand the impact of their behaviour on organisational culture Comments Insert text Your development plan Section Two Step 1 Prioritise development needs. Section One may have identified only one or two areas for development, or there might be several. If this is the case, you might need to make some realistic decisions about what can be achieved both in terms of the time needed to devote to your development and what can be reasonably accommodated within your work area. It is important that both manager and employee agree on which are the priority areas for development.
Culture and change management Manage change processes and work to support desired organisational culture. Description for the HR practitioner Capability elements Importance for role Current level of capability Require developing? Low Medium High Low Medium High Yes/No Influence and shape culture and direct change processes required to support desired organisation Work with the executive to articulate vision for the organisation and communicate the need for change when required Work with the executive to understand the optimal culture for the organisation to achieve its objectives Lead and influence the design and delivery of innovative people practices that support a positive culture Influence processes and provide support to the organisation when change is required Influence employees to understand the impact of their behaviour on organisational culture Comments Insert text Your development plan Section Two Step 1 Prioritise development needs. Section One may have identified only one or two areas for development, or there might be several. If this is the case, you might need to make some realistic decisions about what can be achieved both in terms of the time needed to devote to your development and what can be reasonably accommodated within your work area. It is important that both manager and employee agree on which are the priority areas for development.
hr_self_assessment_levels_7_and_above.docx