Beta 1


Title Change Management in Novo Nordisk A/S - The Document Control Process & Future NovoDOCS
Author Falkenham, Cathrine Ekström
Supervisor Møller, Niels (Work, Technology and Organisation, Department of Management Engineering, Technical University of Denmark, DTU, DK-2800 Kgs. Lyngby, Denmark)
Ladeby, Klaes Rohde (Work, Technology and Organisation, Department of Management Engineering, Technical University of Denmark, DTU, DK-2800 Kgs. Lyngby, Denmark)
Institution Technical University of Denmark, DTU, DK-2800 Kgs. Lyngby, Denmark
Thesis level Bachelor thesis
Year 2010
Abstract This bachelor project deals with a change in the document control process in Novo Nordisk. The change implies an upgrade of the IT-system novoDOCS and the introduction of electronic workflow and electronic signature in the document control process. The change has been triggered by the project Future novoDOCS and the department Document Management who is responsible for the continuous improvement of the document control process. Focus of the project is on the implementation of the change. The point of departure was to study the change with a theoretical approach. Change management theory from Hayes (2007) was used to decide the kind of change to be a tuning process, and a forcefield analysis revealed the major restraining forces concerning the change, pointing out challenges concerning the motivation for learning the new process among the end-users of the document control process, which involves around 5700 employees throughout Novo Nordisk. The use of John P. Kotter’s 8-step model (Kotter, 1995) gave a more detailed description of the change, and pointed out that the major challenge of the project was to obtain a positive perception of the document control process and the change among the end-users, and that this can be obtained by optimizing the training when implementing the change. Four interviews with end-users of the document control process revealed important demands concerning the training among the users. Moreover, four interviews with professionals working with training and learning were used to identify important parameters when designing the training. The knowledge obtained through these eight interviews was used to make a recommendation for how to design the training when implementing the change. A typical training procedure has been described, and six different concrete advices concerning the design of the training in the studied change have been given and these are: - The training should be segmented in order to meet different learning styles and needs - Training methods should include e-learning and workshops - Support from the management must be created - The users should have the feeling of being ‘taken by the hand’ - The training should be seen as a process and not only a single activity - The change management task should be taken into account when designing the training
Imprint Technical University of Denmark (DTU) : Kgs. Lyngby, Denmark
Pages 106
Fulltext
Original PDF Bachelorprojekt_Cathrine_E_Falkenham_s062441_IKKE_FORTROLIG.pdf (1.93 MB)
Admin Creation date: 2010-01-21    Update date: 2010-02-01    Source: dtu    ID: 256878    Original MXD