IST-Scalability
The UHR Implementation Success Model is designed to be adaptable, catering to initiatives of different sizes--small, medium, large. It can be applied regardless of the complexity and impact, optimizing the change management process to meet specific needs.
| Small-Scale | These are low-impact initiatives, often routine in nature, that affect a small number of employees or require minor adjustments. Minimal change management is typically required and should focus on basic essential components. Simplified Steps: Implement core aspects of the model, such as basic stakeholder engagement and targeted communication, without extensive documentation. Efficient Resource Use: Utilize minimal resources and straightforward training programs tailored to the project’s scope. Concise Communication: Adopt direct and informal communication methods to keep stakeholders informed and engaged. Ex: Routine HR Audits, minor adjustments to policies, updates to onboarding materials, minor updates to webpages. |
| Medium-Scale | These initiatives affect a larger portion of the organization and may require employees to adapt to new processes or tools. These projects typically benefit from structured but not highly formalized change management efforts. Detailed Planning: Expand on the model’s steps with comprehensive planning and moderate documentation to address specific needs. Customized Training: Develop training programs that cater to different roles and departments, ensuring alignment with project requirements. Targeted Communication: Employ structured communication strategies with regular updates and feedback mechanisms to maintain stakeholder engagement. Ex: Annual benefits enrollment, updates to employee self service portals, introduction of flexible work arrangements, updates to training materials and/or requirements, implementation of new recruiting methods. |
| Large-Scale | These initiatives typically involve a significant change in how the organization operates, impacting multiple departments or the entire organization. Formal change management is crucial to ensure success and necessitate a more comprehensive application of the model. In-Depth Implementation: Apply the full model with thorough stakeholder engagement, extensive documentation, and advanced training programs. Resource Allocation: Allocate substantial resources and support to manage the complexity and scale of the project effectively. Formal Communication: Utilize multiple communication channels and provide detailed updates to ensure transparency and sustain stakeholder support. Ex: Implementation of new technology such as an HRIS or payroll system, organizational restructuring, university wide policy changes (remote work, benefits overhaul), implementation of a performance management system. |