A few months ago, I was speaking with a seasoned L&D head from a large pharma company. She said something that stayed with me:
“We’re rolling out transformation after transformation—but no one’s really told us how to manage the people part.”
This isn’t a one-off. It’s a reflection of what many HR and L&D leaders in India are experiencing. You’re expected to drive change—from systems to culture—but often without formal tools or structure. So here’s the big question:
Is a Change Management Certification really worth it for HR and L&D professionals like you?
In my view: absolutely. And let me tell you why.
Change Is No Longer a Phase—It’s a Constant
Over the past decade at Marg, we’ve worked with clients across IT, BFSI, pharma, and GBS ecosystems. No matter the industry, the pattern is the same—initiatives struggle not because they’re poorly designed, but because people don’t adopt them.
We once worked with a global services firm where an expensive process redesign was launched with enthusiasm. But six months in, adoption had flatlined. Why? No one had managed the people side of change.
That’s when we introduced their HR and L&D teams to the Prosci Change Management Certification—and things began to shift.
Read more: Navigate Change When Change Is The Only Constant
But Is Certification Too “Consultant-y” for HR?
That’s a common concern I hear. Some believe change management is the realm of consultants and project leads. But if you’re designing onboarding, managing learning journeys, or leading capability-building efforts—you’re already in the thick of change.
What a Change Management Certification for HR professionals gives you is language, structure, and confidence.
I’ve seen HR leaders walk into the Prosci program with uncertainty and walk out three days later with a live change plan for a project they thought was “too political” to influence.
What You Actually Learn
This isn’t a theory-heavy classroom session. During the Prosci program (which we at Marg deliver across India), you work on your own real project. You apply the ADKAR® Model. You learn the 3-phase process. You figure out stakeholder engagement. And yes, you leave with a plan in your hand.
The best part? It’s practical.
One of our participants from a major auto MNC told us,
“I used what I learned on Day 2 to rework our digital rollout communication. The difference in how people responded was night and day.”
Why Now Is the Right Time
In 2024, Gartner reported that 74% of HR leaders believe their function isn’t equipped to lead change. That statistic doesn’t surprise me. What surprises me is how many still delay investing in building that capability. But I get it. There’s never a “perfect” time for certification. Budgets are tight, bandwidth is limited. Yet, as someone who’s coached over 1000+ leaders through this journey, I’ll say this:
The earlier you build internal change muscle, the less dependent you are on external fixes.
HR as Strategic Change Leaders
If your team is responsible for:
- Implementing new technologies
- Shaping culture
- Leading restructuring or M&A
- Launching leadership programs
- Driving engagement during transformation
…then you’re not just a participant in change—you’re a change leader.
And the Change Management Certification for HR professionals isn’t just a feather in your cap—it’s the foundation for creating real, lasting impact.
Final Thought: What’s the Cost of Not Being Equipped?
You don’t need to be a certified change practitioner to run projects. But without a structured approach, here’s what often happens:
- Employees resist
- Leaders disengage
- Momentum stalls
- HR gets blamed for “poor adoption”
If that sounds familiar, maybe it’s time to stop firefighting and start leading proactively.
Ready to Explore the Program?
We’ve delivered the Prosci Certification to HR and L&D leaders across India—Bangalore to Mumbai to Gurgaon. And each time, the feedback is the same:
“Why didn’t I do this earlier?”
If you’re curious, explore our next cohort here:
👉 Marg Change Management Certification
Let’s make HR the engine of transformation.
