Gain leaders’ trust to sharpen the

human capital agenda

Understand business imperatives,

connect people initiatives

Navigate across contexts to create

tangible impact

Learners

empowered

through bespoke

projects last year

Course

recommendation

score

Journeys covering

HR across roles

and career stages

Alumni

refer someone

for a course

HR

Professionals

empowered to

impact business

outcomes

Flagship certificate courses for HR

professionals

Bespoke HR capability journeys for

organizations

Registration

E-Learnings

Online Discussion

Learning Lab

Assignment

Comprehensive

Assessment

Management Change

Organization Change

Intrapreneurship

Change

Objective

Change

Strategy

Change

Impact

Economics

Competition

Globalization

Legislation

Demographics

Technology

Digital Economy, Shared

Economy, GST Bill

US and China relationship,

Industry Convergence

Artificial Intelligence,

Internet of Things (IoT)

Emergence of Africa,

Multipolar world, Oil prices

Climate Change, Migration

laws in the US

Urbanization, Millennial

workforce

Change Management is the structured process that guides how we lead the people side

of change in order to achieve a desired outcome. Effective change management

recognizes that change occurs at two levels:

At the individual level:

Understanding and managing your

own reactions to change.

Supporting others in their

understanding, readiness, and

adoption to change

At the organization level:

A set of tools, templates, and

resources for projects to drive

effective change. A core

competency for all colleagues to

become catalysts for change

Resistance

Over-

Confidence

Disengagement

“Valley of Despair”

Letting Go

Testing

Rationalizing

Integrating

En

ga

ge

me

nt

Le

ve

l

Time

Individual’s typical journey

with effective change

management

The Individual Change Curve is and as colleagues learn and

grow through the change event. Change Management helps minimize the depth

and duration of disengagement and accelerate the value of your change initiatives.

“How to think about it” “How to do it”

Provides a model to help you think about

colleagues’ common responses to change

so you can assess needs and plan for

change appropriately.

Provides the structured approach to

facilitate the planning and execution of

change.

Corporate

Transactions

Business

Transformation

Function

TransformationRestructuring

Workforce

Strategies

Program

Implementation

Leadership Stakeholder

ManagementCommunication Measurement

Organizational

Structure

Staffing

Capability &

Capacity

Policy &

Processes

Rewards &

Performance

Build Momentum Enable Change

THE HOW:

Organizations enable

individual change

by focusing on

eight common levers

THE DESIRED

RESULT:

Changing behavior

requires addressing

four common

employee responses

THE WHAT:

Organizations

face different

types of

change

Understanding Emotion Ability Intent

Understand the

change management

efforts and

associated timing to

plan the work

Support project/

change stabilization

and transfer

knowledge

Develop and deliver

stakeholder

interventions to create

an agile

organizational culture

Determine best

change interventions

for impacted

stakeholders

SustainEnableEngagePlan

Focused on enabling key stakeholder groups,

assessing readiness, delivering

communication and training

Focused on identifying what is changing, for

whom, and the plans to engage and prepare

the organization

Online Learning Modules* Online Discussion Boards*

Learning journey spanning across four contact classes and a comprehensive online assessment

Day 1 Day 2 Assessment

*Active for one year

Enable

Culture

Plan for

Success

Uncover

Change

Sustain

Impact

Final

Assessment

Engage

Stakeholders

E-Learnings

Online Discussion

Class Participation

Assignments

Final Assessment

• Final Assessment can only be taken

after attending all five modules

• Minimum 50% is required in the final

assessment

• At least 50% aggregate score is required to

complete the certification

Objectives

Outcomes

• Understand impact of mega trends and disruptions on the

organization; classify different types of change

• Get an overview of the psychology of change and understand

different forms of change resistors

• Navigate organization change by understanding competencies to

become change catalysts

• Determine the business case for change by clearly articulating

benefits

• Understand how to identify big changes and prepare

for them

• Understand the impact of the VUCA world on change

management efforts

• Have a deep understanding of change and

accompanying difficulties and challenges

• Develop influencing strategy for stakeholders

Uncover Change

Make a business case for change

Objectives

Outcomes

• Define guiding principles on change management as per the

future state vision

• Identify business sponsors and understand risks

• Conduct change impact analysis for key stakeholder groups

and influencers

• Create project plan and kick-off the change management team

• Get business buy-in on the change roadmap

• Develop a governance structure to ensure clarity of

roles and responsibilities

• Define integration approach for different work

streams

• Set a change measurement process and configure

right metrics

Plan for Success

Assess impact and readiness for change

Objectives

Outcomes

• Assess the change readiness of individuals and the

organization as a whole

• Understand the support required by various stakeholder groups

in order to play their role in the change management process

• Develop and deliver targeted communications to stakeholders

and incorporate feedback

• Develop and refine an integrated approach addressing

specific change needs

• Emerge as leaders confidante on managing change

• Identify and mobilize HR and business change network

Engage Stakeholders

Determine the best change interventions

Objectives

Outcomes

• Create a support structure through people policies and systems

to facilitate change adoption

• Identify and plan for the capability gaps in workforce to bring

desired results

• Create flexible plans based to ensure success of change

management

• Bring out key messages to target audience to ensure

adoption of change

• Learn to leverage the impact of change networks

• Enable mechanisms for two-way feedback to

determine effectiveness

Enable Culture

Manage critical strategic initiatives

Objectives

Outcomes

• Understand the need to make change stick in the organization

• Identify challenges to sustaining change in the long-term

• Conduct regular listening interventions to ensure stakeholder

adoption

• Understand the characteristics of an agile organization

• Provide support during change effort stabilization

period

• Measure and monitor business adoption and support

continuous improvement

• Develop mechanisms to sustain desired behaviors

Sustain Impact

Accelerate stabilization

Pritish manages the Aon HR Learning Center (AHLC) portfolio.

In his role, he directly leads the business operations, sales and

go-to market strategy for AHLC. He also supports content

creation initiatives for various priority modules in HR and

manager capability. He enjoys facilitation and often leads

public programs for AHLC, apart from facilitator capability

building initiatives.

In his new role, Pritish also helps drive the commercial

strategy of the consulting business by focusing on new

business incubation. He also leads the Aon HR Knowledge

Center, that drives the sales excellence and knowledge

management agenda of the organization.

Pritish has actively contributed to Aon’s flagship research: Top

Companies for Leaders and Best Employers. He has

published articles such as Engaged Leaders Drive

Engagement and Best Practices in Global Mobility. In his

earlier role, he was a part of a regional team which designed

the Best Employers 2.0 framework.

Pritish Gandhi

Leader,

Aon HR Learning

Center

Pritish’s Mantra

We shape our buildings;

thereafter they shape us

Winston Churchill

Pooja Goenka leads content development at AHLC – Aon HR

Learning Center and looks after content creation and

customization for client projects and public workshops. She

has anchored the development of multiple AHLC courses such

as BEI, Talent Acquisition and HR Analytics.

Prior to Aon, she was a Consultant at DDI India. During her

stint at DDI, she managed client projects across the gamut of

talent management ranging from testing solutions, 360

surveys, behavioral interviewing interventions and competency

building to assessment design, implementation, coaching and

succession planning. She also supported the marketing and

business development teams in various initiatives and client

interactions. After DDI, she worked as an independent

consultant in the fields of employee engagement, talent

management and training facilitation. She has worked with

clients across industries such as Manufacturing, IT, Business

Conglomerates and BFSI.

Pooja has a Master’s degree in Human Resources and Labour

Relations from Tata Institute of Social Sciences, Mumbai and a

Bachelor’s degree in Psychology and Organizational Studies

from the University of Michigan. She is certified as a

Facilitator, Assessor, BEI Interviewer and Coach. She is also

certified on psychometric inventories such as Hogan and

ADEPT-15.

Pooja Goenka

Content Leader,

Aon HR

Learning Center

Pooja's Mantra

Don’t try to become a man

of success, rather try to

become a man of value

Albert Einstein

Shivanker Singh leads the pre hiring arm of Aon’s Selection

and Assessment business in India. His span of work at the firm

has projects that involve creation of HR strategy, HR

Effectiveness and integrated HR Transformation projects.

In the area of selection and assessment, Shivanker has led

projects for organizations in the QSR and IT/ ITeS industries,

developing competency frameworks and delivering

assessment and selection tools through Aon’s online platform.

His expertise lies in the HR analytics involved in the design

and post implementation ROI analysis.

He has also been part of integrated HR Transformation

projects for a number of family led enterprises. These projects

typically include a gamut of interventions, including the design

of the organization’s structure, levels, job descriptions, and

talent management processes.

Shivanker is a Mechanical Engineer and an MBA(HR). He also

has a Dual Masters degree in Operations Research (Advanced

Analytics) and HR/OD from The Pennsylvania State

University, USA.

Shivanker Singh

Lead,

Behavioral

Assessments,

CoCubes, An Aon

Company

Shivanker’s Mantra

Data is just like crudeoil, is

valuable, but if unrefined it

cannot be really used

Michael Palmer

Learning Center

Classroom sessions

16 hours

Participant

Handbook

Pre-reads

10 hours

Certification

Certified Change

Management Expert

Terms & Conditions

Click to view

Connect with us

aonahlc@aon.com

011 43145500 Course Fee (inclusive of taxes)

₹45,000Participation will be confirmed post payment

http://www.aon.com/india/attachments/AHLC-Terms-and-Conditions.pdfhttp://www.aon.com/india/attachments/AHLC-Terms-and-Conditions.pdf

Aon AHLC Inquiry Mailbox

aonahlc@aon.com

011 43145500

Renny Koshy

renny.koshy@aon.com

+91 971 119 2301