Posted: May 31st, 2023

Change Implementation and Management Plan

Review the Resources and identify one change that you believe is called for in your organization/workplace.
This may be a change necessary to effectively address one or more of the issues you addressed in the Workplace Environment Assessment you submitted in Module 4. It may also be a change in response to something not addressed in your previous efforts. It may be beneficial to discuss your ideas with your organizational leadership and/or colleagues to help identify and vet these ideas.
Reflect on how you might implement this change and how you might communicate this change to organizational leadership.
The Assignment (5-6-minute narrated PowerPoint presentation):

Change Implementation and Management Plan

Create a 5- or 6-slide narrated PowerPoint that presents a comprehensive plan to implement changes you propose.

Your narrated presentation should be 5–6 minutes in length.

Your Change Implementation and Management Plan should include the following:

An executive summary of the issues that are currently affecting your organization/workplace (This can include the work you completed in your Workplace Environment Assessment previously submitted, if relevant.)
A description of the change being proposed
Justifications for the change, including why addressing it will have a positive impact on your organization/workplace
Details about the type and scope of the proposed change
Identification of the stakeholders impacted by the change
Identification of a change management team (by title/role)
A plan for communicating the change you propose
A description of risk mitigation plans you would recommend to address the risks anticipated by the change you propose

___________________________

Change Implementation and Management Plan

Executive Summary:
After conducting a Workplace Environment Assessment, it was found that employee turnover rates have increased by 20% in the past year. It is believed that this is due to a lack of career development opportunities within the organization.

Proposed Change:
To address this issue, we propose implementing a career development program for employees. This program will include job shadowing, mentorship, and training opportunities to help employees develop their skills and advance their careers within the organization.

Justifications for the Change:
The proposed change will have a positive impact on the organization by reducing employee turnover rates, increasing employee engagement and job satisfaction, and improving overall productivity. Additionally, providing career development opportunities will attract and retain top talent within the organization, improving its reputation and increasing its competitiveness in the industry.

Type and Scope of the Proposed Change:
The career development program will be available to all employees within the organization, with a focus on identifying high-potential employees and providing them with tailored development plans. The program will include job shadowing opportunities, mentorship programs, and training opportunities to develop specific skills necessary for career advancement.

Stakeholders Impacted by the Change:
The change will impact all employees within the organization, as well as the HR department responsible for implementing and managing the career development program.

Change Management Team:
The change management team will consist of the HR department, senior management, and a designated change management team leader responsible for overseeing the implementation and management of the program.

Communication Plan:
The change management team will communicate the proposed change through various channels, including employee town hall meetings, email communication, and one-on-one meetings with employees to discuss their career development goals and how the program can help them achieve them.

Risk Mitigation Plan:
To mitigate the risks associated with the proposed change, the change management team will conduct a thorough risk assessment and develop a risk mitigation plan. This plan will include strategies for addressing potential resistance to change, ensuring employee buy-in and engagement, and monitoring and evaluating the effectiveness of the career development program.

Conclusion:
Implementing a career development program is a crucial step in addressing the issue of employee turnover rates within the organization. By providing employees with career development opportunities, the organization can attract and retain top talent, improve employee engagement and job satisfaction, and increase overall productivity. With a well-planned change implementation and management plan, we can successfully implement this change and achieve the desired outcomes.

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