(Change Management Project Name)

HomeMart Stores Corporation Organisational Development Plan

ORGANIZATIONAL DEVELOPMENT PLAN

Project Name

Prepared By

Date (MM/DD/YYYY)

CONTENTS

INTRODUCTION ORGANIZATIONAL DEVELOPMENT SCOPE - OVERVIEW COMMUNICATION OBJECTIVES TRAINING OBJECTIVES ORGANIZATIONAL CHANGE MANAGEMENT: APPROACH AND

RESOURCES

1. Introduction

In this section, we discuss the present situation, giving reasons, advantages and disadvantages of the existing situation. We will need to list and discuss the factors that indicate the need of organizational development.

Discuss the advantages of conducting t h i s organizational development, the need for clear and timely planning and how this can minimize the impact of the disadvantages posed by the present situation.

Discuss briefly how we expect resistance and how this reluctance to change will be managed.

2. Organizational Development Scope - Overview

This section can be brief. It provides an overview of the topics that will be covered in the main body of the plan.

a. Stakeholder Management

Here, we need to identify who will be affected by the business process and technology changes that the present plan will cause?

o Discuss the degree of support we expect from each of the stakeholders, and how

much influence do they have on the organization. Discuss wer plan for building greater suppor t among those with the most influence.

o Discuss the level of stakeholders current awareness of the project. State the

importance of the stakeholders having an accurate understanding of the goals and anticipated impact of the project.

o Identify the suppor ters and the challengers to implementing the project?

o Describe how we will engage stakeholders to participate and take initiative to

advocate and facilitate the changes?

This information could be written in an essay or report format or placed in a table such as

Stakeholder Awareness Degree of Influence Plan Name (H/M/L) Suppor t (H/M/L)

b. Communication

Timely and well-planned communication is very important for any project. It is therefore essential that the project manager provides proper information to all stakeholders. Communication is a two-way process and that is why getting feedback is crucial too. Describe how we will gather feedback and then respond constructively.

Describe stakeholder groups including senior management, end-users, sponsor

etc. Develop a communication plan that specifies who will get:

o What information

o At what time

o In what format

o Through what means of delivery.

Discuss how we will attain and monitor feedback. Discuss how we will respond

constructively.

Discuss how we will record lessons learned and use them to improve.

c. Training

The education plan is the roadmap for the training activities. It needs to be tailored to the needs of the user, well understood and effective. Discuss how we will:

Learn and understand the training needs of each stakeholder group? Develop

targeted training activities?

Deliver content by the appropriate method? d. Stakeholder Objectives

We need to know what is important to the stakeholders that we identified earlier so we can answer their questions and concerns to gain support. We will be better prepared to meet the challenges and obstacles if we are aware of them.

Describe how we will reach each stakeholder. What is the most effective method to

use? Should we meet individuals or groups, conduct interviews, prepare surveys or websites?

Serious concerns or misunderstandings must be responded to promptly if we are to

assist concerned stakeholders to see why the project is in their best interest.

This information could be written in an essay or report format or placed in a table such as

Stakeholder Optimum Group Communication

Channel

Known Concerns: suspected basis for resistance (if any)

Once we have the data, discuss the steps we will take. The detail of each step goes into the Communication Plan.

o We will need to be persistent and creative to those who demonstrate continued

resistance. Try very hard to make them aware of how the project works in their favor. Turn them into allies.

o Plan to make management commitment to the project visible throughout the

organization.

This information could be written in an essay or report format or placed in a table such as

Name of Executive Position Proposed Suppor ting Actions

If we are aware and understand where the resistance is coming from, we can enlist the support of others to mitigate this. Who can we enlist to alert we to resistance?

Name Division / Dept Contact Information

3. Communication Objectives

The key to organizational development is effective and strategic communication. Talk to stakeholders to discover what they require. Using this information we can then design an effective formal Communication Plan. Ensure that we consider and incorporate every means of sharing information possible.

Wer Communication must:

Identify the key stakeholders.

Identify the best format and means of communication that is of most value to

stakeholders. Describes the purpose, timing, location and attendees for regular

meetings.

Describes the means of communication that will be used and whether any preparation is necessary to put them in place.

Describes the specific steps that the project team and Stakeholders can take to keep

everyone who will be impacted by the project well informed.

4. Training Objectives

Training is a crucial component of wer organizational development Plan and more so if there are changes to the business process or new skills will be required. Employees must be prepared and trained before they are required to perform. Ensure that we:

Examine the organizational policies and procedures to determine if any modifications

are required.

Clearly understand where individual jobs and workflow will be impacted and ensure that focused training is conducted.

Record specific training needs and information about the training materials and

facilities that we will use.

Prepare wer material. We may be able to present the same information but in different ways for different stakeholder groups. Arrange for good trainers.

After the implementation there may still be a need for further training. Develop a plan

for the training support that may be required as new employees come into the organization, or as existing employees change jobs.

Describe the changes that will need to be made to workflow, procedures and policies.

Discuss how we will address this need. It may be easier to list the changes in steps which we would list here.

a. Perform and Analyze the Results of a Job/Workflow Impact Analysis

What changes do we expect to see? How will we measure and manage this? Describe how they will impact on the organization and its people.

We may choose to continue, The employee information listed below will be used in all future training plans:

Name Position Position Task - Skill Required Skill Exists? Type of Training Workflow Task Required

b. Provide the O r g a n i z a t i o n with I n f o r m a t i o n Necessary to Prepare for Upcoming Changes

o Earlier we reviewed the policies and procedures of the organization that will be

impacted by the change. Now look at the departments or units within the organization and consider the impact of the change on the policies and procedures relating to each.

o Once we have identified the policies and procedures that will change, list them and

provide a checklist of the changes that will be needed made to each in terms of the organizational unit.

o Help the organizational units to develop plans to adapt to the

changes.

We may choose to continue A summary of policy and procedure changes that this new system will require is provided in the following table

Policy / Procedure Type of Change Required Suggested Plan

c. Develop Curriculum and Content

Discuss the training programs that were used, the advantages of each, what information they provided, what training materials and content were required for each group.

Discuss the training venues, delivery, presentations, and experience.

We may choose to continue The following tables summarize the key information that the training team has collected as part of their training planning program

Stakeholder Type of Optimum Delivery Suggested Job Aids Group Training Setting Method

Required

Training Documents Author(s) Reviewer(s)

Training Facility Stakeholder Group(s) Type of Training Date

d. Post-Implementation Steps

What support will we provide after the training, how will it be accessed and implemented.

We may choose to continue Members of the support group are listed in the table that follows:

Depar tment/Division Suppor t Staff Name Suppor t Period

5. Organizational Change Management: Approach and Resources

Ideally, all of the change initiators and the new users should become Change Agents for the project.

Following are some of the tools identified for Organizational development to be effective in a large and complex implementation project. Review these tools with the project team. Select those that will provide the most benefit to wer project and summarize how we intend to use them here.

o Develop an Organizational development Plan (this

Document).

o Identify someone in each department or unit to act as the Communication Liaison. It is their responsibility to ensure that the project information is disseminated efficiently and in a timely manner.

Liaison Name Depar tment Contact Information

Create a team who are responsible for identifying changes to the workload and planning issues in relation to the workforce. They can review the implementation and impact to ensure that employee skills and duties are equal or recommend training and development.

Team Member Name Depar tment Contact Information

Develop a Risk Response Plan for Organizational Change (An example of a Risk Management Plan Template can be seen on the Homemart Stores Corporation simulated business, Homemart Stores under Documents/Risk Management/Risk Management Plan Template.

Identify all sources of uncertainty in this Organizational Change project

Uncover and maximize opportunities to promote the change

Prioritize threats and develop response plans for those that pose true risk to the

project

What means of communication will we use to inform those who will be affected of the benefits of the new system.

What face-to-face communication will there be and why are we under taking it?

We may choose to continue, These meetings can:

And then bullet point what is expected to be achieved..

Speaker Target Organization Type of Presentation Date(s)

How have we arranged for potential users to be able to provide feedback, ask questions, etc.?

What process will we provide that allows specific groups to request modifications to

the existing project plan?

Provide trainers with full information about process issues and specific circumstances within each group they will train.