MANAJEMEN PERUBAHAN Oleh: Dr. Nandang Hidayat

Faktor Eksternal Force of Change Faktor Internal Mengapa perlu perubahan? Kelangkaan sumberdaya Adanya Peraturan Baru Perubahan Perilaku konsumen Perubahan di pasar tenaga kerja Laju inflasi yang tidak terkendali Tingkat suku bunga yang tinggi Persaingan yang meningkat Faktor Eksternal Force of Change Performansi kerja yang buruk Keinginan pimpinan perusahaan untuk membangun budaya baru. Penerapan strategi baru: pengembangan bisnis /produk baru Penerapan struktur organisasi baru Penerapan sistim reward baru. Penerapan teknologi baru Faktor Internal

Force of Stability Ketidakpastian akibat perubahan Mengapa berubah itu sulit? Ketidakpastian akibat perubahan Takut mengalami kegagalan Rasa tidak aman yang ditimbulkan Merasa nyaman di daerah confort zone Ancaman terhadap kekuasaan Keengganan untuk melepaskan manfaat saat ini (ekonomi/sosial) Tidak menyadari apa yang sedang terjadi Hambatan Perilaku (selalu mengeluh dan frustasi) Ketidakjelasan informasi rencana perubahan Force of Stability

Penolakan Terhadap Perubahan (Robbins) Mengapa terjadi penolakan terhadap perubahan? Penolakan Individual: kebiasaan, kepastian, ekonomi, perasaan takut terhadap hal hal yang tidak diketahui, pemrosesan informasi secara selektif. Penolakan Organisasi: inersia struktural, fokus perubahan yang terbatas, inertia kelompok, ancaman bagi ekspertis, ancaman terhadap hubungan kekuasaan yang sdh mapan dan alokasi sumber daya yang ada Penolakan Terhadap Perubahan (Robbins)

Strategi mengatasi hambatan Bagaimana cara mengatasi hambatan perubahan? Pendidikan & Komunikasi Keikutsertaan & Keterlibatan Keringanan & Tunjangan Negosiasi & Kesepakatan Manipulasi & Kooptasi Paksaan Implisit & Eksplisit Strategi mengatasi hambatan

The task of managing change. Apa yang dimaksud manajemen perubahan? The task of managing change. Empat hal yang mendasari definisi menajeman perubahan An area of professional practice. A body of knowledge. A control mechanism.

The task of managing change Apa yang dimaksud manajemen perubahan? The aim is to more effectively implement new methods and systems in an ongoing organization. The changes to be managed lie within and are controlled by the organization these internal changes might have been triggered by events originating outside the organization “managing change” refers to the making of changes in a planned and managed or systematic fashion. (1) The task of managing change “managing change” refers to the response to changes over which the organization exercises little or no control legislation, social and political upheaval, the actions of competitors, shifting economic tides and currents, and so on reactive response anticipative or proactive response

An area of professional practice Apa yang dimaksud manajemen perubahan? There are dozens, if not hundreds, of independent consultants who will quickly and proudly proclaim that they are engaged in planned change. they are change agents, that they manage change for their clients, and that their practices are change management practices There are numerous small consulting firms whose principals would make these same statements about their firms the process of change is treated separately from the specifics of the situation. It is expertise in this task of managing the general process of change that is laid claim to by professional change agents. (2) An area of professional practice

(3) A body of knowledge Third definition of change management: Apa yang dimaksud manajemen perubahan? Third definition of change management: the content or subject matter of change management This consists chiefly of the models, methods and techniques, tools, skills and other forms of knowledge that go into making up any practice The content or subject matter of change management is drawn from psychology, sociology, business administration, economics, industrial engineering, systems engineering and the study of human and organizational behavior (3) A body of knowledge

(3) A body of knowledge Third definition of change management: Apa yang dimaksud manajemen perubahan? Third definition of change management: the content or subject matter of change management This consists chiefly of the models, methods and techniques, tools, skills and other forms of knowledge that go into making up any practice The content or subject matter of change management is drawn from psychology, sociology, business administration, economics, industrial engineering, systems engineering and the study of human and organizational behavior (3) A body of knowledge

Apa yang dimaksud manajemen perubahan? For many years now, Information Systems groups have tried to rein in and otherwise ride herd on changes to systems and the applications that run on them For the most part, this is referred to as “version control” and most people in the workplace are familiar with it.  In recent years, systems people have begun to refer to this control mechanism as “change management” and "configuration management." (3) A control mechanism

Kesimpulan Apa yang dimaksud manajemen perubahan? The task of managing change →from a reactive or a proactive posture Manajemen Perubahan adalah proses mendiagnosa, menginisialisasi, mengimplementasi dan mengintegrasi perubahan individu, kelompok, atau organisasi dalam rangka menyesuaikan diri dan mengantisipasi perubahan lingkungannya agar tetap tumbuh, berkembang dan menghasilkan keuntungan. An area of professional practice → with considerable variation in competency and skill levels among practitioners A body of knowledge. → consisting of models, methods, techniques, and other tools A control mechanism. → consisting of requirements, standards, processes and procedures

Bagaimana manajemen perubahan itu? Strategic change: visi, misi, strategi Cultural change: nilai – nilai baru organisasi/perusahaan Types of Change or what to Change? Structural change: merancang kembali struktur, koordinasi, jangkauan kendali, hubungan pelaporan, tugas, prosedur pembuatan keputusan Change in people, knowledge, attitudes & skills. Technological change

Bagaimana manajemen perubahan itu? UNFREEZING (mencairkan): mengurangi kekuatan untuk mengurangi status quo, mengurangi keengganan untuk berubah, menciptakan kebutuhan akan perubahan, meminimalisasi tantangan terhadap perubahan seperti memberikan masalah proaktif – orang butuh berubah Pencairan Kembali Proses Perubahan (Pendekatan Klasik dari Lewin) Movement/Changing (Memindahkan): mengembangkan perilaku, nilai dan sikap yang baru. MOVEMENT to the new state Refreezing (Membekukan kembali): memperkuat, memantapkan, mengevaluasi, membuat modifikasi konstruktif. REFREEZING the new change to make it pemanent

Bagaimana manajemen perubahan itu? Unfreezing : Upaya-upaya untuk mengatasi tekanan-tekanan dari kelompok penentang dan pendukung perubahan. Status quo dicairkan, biasanya kondisi yang sekarang berlangsung (status quo) diguncang sehingga orang  merasa kurang nyaman.  UNFREEZING

Bagaimana manajemen perubahan itu? Movement : Secara bertahap (step by step) tapi pasti, perubahan dilakukan. Jumlah penentang perubahan berkurang dan jumlah pendukung bertambah. Untuk mencapainya, hasil-hasil perubahan harus segera dirasakan.  Movement/ Changing

Bagaimana manajemen perubahan itu? Refreezing : Jika kondisi yang diinginkan telah tercapai, stabilkan melalui aturan-aturan baru, sistem kompensasi baru, dan cara pengelolaan organisasi yang baru lainnya. Jika berhasil maka jumlah penentang akan sangat berkurang, sedangkan jumlah pendudung makin bertambah. Movement/ Changing