The success of organisational change processes depends on a number of factors. Traditional organisational change research has been predominantly concerned with social and human issues. Nevertheless, due to the ever increasing complexity of organisations and their IT-Systems, today good information on the internal structures are indispensable for the required swift changes. Corporate conceptual models have proven to be a suitable way to represent and work with this information in organisational change processes. However, a good and appropriate approach to conceptual modelling for an organisation cannot be established straightforwardly. This is due to a number of interrelated factors from different areas. To find the best way or improve on actual practice a thorough evaluation is necessary which encompasses three perspectives. The 'business process perspective' deals with the strategies and goals, and thereby serves to elicit the business requirements for conceptual modelling. The 'epistemological perspective' defines necessary qualities. The 'human resource perspective' explains key factors in the process of knowledge generation and usage on the basis of conceptual models. The specific advantages and considerations necessary for the usage of conceptual modelling in organisational change are discussed for the most influential factors and a generic framework for their evaluation presented.