course material

1. [SOLVED]: Change Management Plan
[SOLVED]: Change Management Plan Submit a 7- to 9-page Word document with 12-point
Times New Roman font, double spacing, and one-inch margins. Sources should be cited
according to APA style. Submit a recorded PowerPoint presentation with 10–12 slides.
Sources should be cited according to APA style. Overview You are an HR consultant,
contracted by the VP of an LLC in Wilmington, Delaware, to solve their internal challenges.
This U.S. office is a branch of a larger Singaporean software solutions organization that has a
total of 140 employees and generates $1M in revenue per year. The CEO of this
organization, headquartered in Singapore, wants to explore new markets in the United
States, gain access to new customers, diversify risk, leverage resources, and increase
profits.Unfortunately, the newly formed U.S. branch has been facing several problems from
the beginning.Employees at the call center and the sales and marketing division are
disengaged and emotionally fatigued due to contradictory communication between the
branch’s leadership and the leadership at the Singaporean headquarters.The branch team
members feel frustrated and undervalued as a result of conflicting feedback from their VP
and management team.Messages from leadership lack consistency, especially regarding
policies and practices related to human resources.There is no training for team
members.Communication problems between the Singaporean headquarters and U.S. branch
are resulting in low employee morale.Overall, the standard operating procedures (SOP)
followed successfully at the headquarters in Singapore could not be replicated at the U.S.
branch. As a result, the CEO’s vision of successfully furthering expansion into the U.S.
market remains unfulfilled. Your goal as an HR consultant is to create a change management
toolkit that includes the following:A needs assessment or change readiness auditAn
organizational change management planA change management communication planA letter
recommending strategies to ensure that the changes and their benefits are retainedPart 1:
Submit a 7- to 9-page Word document with 12-point Times New Roman font, double
spacing, and one-inch margins. Sources should be cited according to APA style. Refer to the
Case for Change Guide and other company data, such as the Leaders’ Self-Evaluations, the
Vision, Mission, and Strategic Goals document, and the Employee Engagement Survey (all
linked below in Supporting Materials). Ensure that the report details the pre-
implementation and implementation phases of the change management plan.Specifically,
you must address the following rubric criteria:Identify two key stakeholders or sponsor
roles for the change process from the Singapore headquarters and the U.S. branch.Refer to
the Leaders’ Self-Evaluations document for additional context.Discuss the significance of

2. each stakeholder’s role in gaining buy-in, acceptance, and support for change across
departments.How can each stakeholder improve the change initiatives’ likelihood of success
(for example, by acting as opinion leaders, connectors, counselors, and journalists)?Identify
strategic goals that align with the change management plan and provide rationale. Consider
the following in your response:Refer to the Vision, Mission, and Strategic Goals document;
U.S. Branch Overview; and Leaders’ Self-Evaluations.Ensure there is alignment of the
change management plan with the strategic goals of the organization (Singaporean
headquarters and U.S. branch).Research emerging trends that could influence employees of
the U.S. branch.Explain how improvements to organizational systems can ensure successful
and sustained behavioral change.Refer to the Exit Interviews to identify the areas of
change.What are the processes, procedures, or policies that need improvement?How will
these improvements impact behavioral change of employees at the U.S. branch?Recommend
enhancement strategies for team collaboration.Refer to the Exit Interviews and the Leaders’
Self-Evaluations to identify the problems of team collaboration.What are the reasons for the
lack of collaboration between team members across both locations of the organization?How
can an individual performer become a team player to improve team collaboration?How
should leadership behavior change to build trust?Determine a change management model
that can be used at the U.S. branch and provide justification.Based on your evaluation of the
challenges that the U.S. branch is currently facing, choose from the following change
management models:Kotter’s Change Management Model, Lewin’s Change Management
Model, or the ADKAR Change Management ModelHow would you use the model you chose
at the U.S. branch?Describe the steps needed to implement the change management model
at the U.S. branch. Support your response with research.How would you mitigate and
remove any roadblocks in the change management process?What are your plans to deal
with the impact of planned and/or unplanned changes and any contingencies?What
milestones need to be accomplished for change implementation to succeed?How would you
measure success on your plan?Part 2Submit a recorded PowerPoint presentation with 10–
12 slides. Sources should be cited according to APA style. PowerPoint presentation with
narration to share your change management communication plan. The communication plan
should include your recommendations for workforce development techniques and how you
plan to communicate these to the U.S. branch employees.Specifically, you must address the
following rubric criteria:Define the audience by performing a target audience analysis.
(slides 1–2)Determine core and audience-specific communication objectives and messages,
including appropriate tone. You may include the following information (slides 3–4):Discuss
goals of the communications campaign. You may consider the following points:Why is this
communication campaign needed?What are the essential topics to communicate to
company leadership?What do front-line employees need to know as they experience and
deal with the impact of change?How will you convey need and urgency for change? Discuss
What’s in It for Me (WIIFM).Use a story or a graphic to connect with the change vision for
success to the communication plan.Define and communicate new performance expectations
and what stakeholders need to do to prepare for change.Recommend two workforce
development techniques to support employees’ adaptation to change and build on existing
skills and strengths. Consider the following (slides 5–6):What do you want the employees of

3. the U.S. branch to do differently?How should the organization’s leadership support
employees during the change, through training and development programs to address the
gaps?Determine and review the best delivery channels for each communication based on
the target audience analysis. Select a minimum of three channels as part of a multi-prong
communication strategy. You may include the following information (slides 7–8):What
would be the communication timeline for delivery of all messages? Create an outline.How
often will the branch’s change initiators communicate with this audience?Outline
communication responsibilities and assignments. Who is responsible for leading
communications with this audience?Include your plan for a feedback loop to monitor and
manage the communication campaign. (slides 9–10)Determine metrics or key performance
indicators (KPIs) to track the success of the communication campaign.Outline how the
metrics will be implemented and tracked through a feedback loop.