Change Management Strategies for Enhancing Employee Engagement and Loyalty During Digital Transformation
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Change management, employee engagement, loyalty, organizational transformation, digitalization, commercial service, human resource management, organizational change, change implementation, resistance to change, transformational leadership, adaptive performance, HR development, employee motivation, change process, organizational objectives, competitive advantage, market competitiveness, temporary workers, social exchange theory, internal environment, external environment, change loyalty model, technological tool, HR retention, economic crisis, human resource management review, Ford Romania
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Abstract
"Unlock the secret to successful organizational transformation with our expert change management solutions. Discover how to maintain employee engagement and ensure collaborator loyalty during digitalization projects. Learn effective strategies to manage resistance to change and promote adaptive performance. Explore our comprehensive approach to change management, tailored to your organization's unique needs. Improve employee motivation, engagement, and collaboration with our proven methodologies. Drive business success through sustainable change management practices."
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[...] Detailed Presentation Plan PART I - The Organisational Transformation Project at PLASTIC OMNIUM 1. Presentation of the sector and key players 2. Internal and External Analysis of the Plastic Omnium Project 3. The objectives of the project and the stakes of the loyalty and engagement of employees in the project PART II - From Organizational Change Management to the loyalty and engagement of employees 1. Definitions of key concepts: organizational change, loyalty, engagement 2. Human Resource Change and Loyalty Management: Some Practical Tools 2.1 Choosing the Right Change Approach to Engage Employees 3. [...]
[...] « Promoting adaptive performance through HR development in a permanent change context: the case of Ford Romania ». Management international, vol n° 4. Galois, I. (2006). The loyalty of temporary workers to the Temporary Work Company: an approach by social exchange theory, PhD thesis in Management Sciences, Jean Moulin University Lyon 3. Giraud, L. et al. (2012). « Human Resource Retention in an Economic Crisis », Human Resource Management Review, n° 84, p - 60. ROMAIN MORETTI (2018). The impact of employability on employee loyalty: the role of personal efficacy sentiment. [...]
[...] From then on, the main concerns are as follows: what is the perception of employees to this change? What are their fears? How to encourage engagement and loyalty among them? The crucial question lies in determining the conditions under which a model of change loyalty can occur. Within the framework of this work on the case of a change management mission within company it will be a matter of examining the modalities in which the commercial service digitalization project will be carried out with the primary objective of maintaining employee engagement and ensuring their loyalty. [...]
[...] Due to these qualities, transformational leaders are considered models, as they generate a sense of empathy with a common vision. A transformational leader can also indoctrinate pride and faith in groups, as well as inspire and take responsibility for groups. In our opinion, this transformational leadership model can contribute to reducing resistance to change. In fact, resistance to change is one of the many reasons for the failure of change initiatives in companies. Additional References Frimousse, S. ; Swalhi, A. ; Giraud, L. ; Peretti, J.M. et Baloi, I.C. (2018). [...]
[...] Different Approaches to Human Resource Engagement: Conditions and Components 5. Analysis Model and Research Hypotheses PART III - Operational Framework of the Research Methodology of the Field Survey among Project Stakeholders The Reality of Change Management at Plastic Omnium The Risks and Causes of Disengagement and Withdrawal of Collaborators PART IV - Operational Recommendations 1. Review of the Initial Situation and Working Hypotheses 2. Proposal of the Change Accompaniment Model and Engagement/Retention of Collaborators 2.1 Deployed solution and visible results: what impacts on the retention of collaborators? [...]
