When to Use

• The Human Impact Analysis is a critical component of all project-planning processes, particularly in relation to the Migration Plan and the Implementation Plans. It is particularly important to the Implementation Plans, as it helps to sharpen the focus of all project teams on the comprehensive nature of the changes that are required, the need for rigorous project management, and the need for clear communication both with employees as well as across all project teams involved with the implementation of the BPI initiative.

Approach

1. Define the area of focus.
2. For each category of impact (e.g. tasks performed, skills required, etc.), specify the following.
1. The current situation (“As-Is”)
2. The future situation (“To-Be”)
3. The positive impact of the change
4. The negative impact of the change
5. Suggested approaches for creating commitment to the change
3. Document the findings.

Guidelines

Problems/Solutions

• Ensure that employees accept the findings of the Human Impact Analysis, by involving them in the development of the models.
• Since there may be considerable debate about whether an impact is positive or negative, depending on the point of view taken, identify the source of each divergent perspective and attempt to identify why each subgroup is favorable or unfavorable. (e.g. employees, customers and management).

Tactics/Helpful Hints

• Ensure that there is a diversity of input to the development of the Human Impact Analysis, particularly with respect to positive and negative impacts. The process of involving employees in the Human Impact Analysis can actually speed up the process of buy-in to the change, as people will feel they have had an opportunity to “state their case”.
• Sometimes include customers and employees together in completing the Human Impact Analysis. This helps employees to see the external drivers for the change.