XYZ CLIENT

TALENT MANAGEMENT PROJECT – 2015CHANGE MANAGEMENT Communications & Training Plan

Chris Wien, PHR, CCP

CHANGE MANAGEMENTSenior HR Officers SHRO Buy-in (educate on ROI 1st) Group session to demo products and

benefits of implementation approach. One-on-Ones Input from them

who/what to focus on for each division/line of business to ensure buy-in.

CHANGE MANAGEMENTChange Agents Who?

SME in each corporate role. Authority on desired state, go to for configuration.

Doer aligned with business process function (gathers info)

Approver aligns with corporate and project goals. Key Managers – opinion leaders

Must be trained in Product. Meet regularly as team to keep project moving.

CHANGE MANAGEMENTEnd user – HR Business Partner, Manager Why new System?

My job will be easier I will have more time to grow professionally Company Brand stronger with industry peers; Affiliation factor with leading edge company

How will it affect me? Design, User Acceptance Testing, Post Go Live roles Percentage of Time needed in each phase Performance expectations (part of new individual

objectives) Payoff !! What’s in it for me? Must be defined to get

buy-in

TIMELINESaaS/Cloud Implementation

COMMUNICATION MODEL Organization Who? Momentu

mRisk Mgt Educate

Markets – • Pilot = 11 locations• Local Buy-in

GM’s/Department Heads

-Lead Kick-Off Meetings

-Memo to All Employees with buy-in reason(s)

-Progress Updates from Market senior management to Teams and General Population• %

Complete Board

• Pep Talks• Town

halls

-Seen as Top Down initiative

-If so, pick employee/manager pain points- How this

will solve/ease burdens

- SRT Client referrals

- Industry success stories, if possible

- What resonates?

-Market Leadership demos by software firm for Product Leaders& Local HR -User Documentation-System Test Sandbox for Local HR

COMMUNICATION – WHAT/WHEN?Target Group

Cascade information

Actions Needed

Themes Talking Points

Local Sponsorship

Group Webex to introduce Project (SRT/)

Local Demo of Products/ROI- SME’s Lead-Supported by SRT

-”Take Aways” for GM’s• Demo Deck• Contact Info• Project Plan

Over three to four weeks, local demos

Get Availability

Schedule 11 markets.

Secure Rooms

Organize Local HR and Opinion Leaders

Product Demo customized for

Local Pain Points

Benefits of more standardization• Profits• Employee

Retention• Fewer errors• REGULATOR

Y COMPLIANCE

• % of time I have to dedicate?

• My staff dedicate?

• Internal Go To people for answers

• Testimonials from SHRO’s

• Timeline to Go Live

ORDER OF COMMUNICATIONS1. CEO Memo to All Employees (Now)2. Division Head Memo to Division Managers (Now)3. Division Head Memo to All Division Employees (Now)4. GM Memo to Local Market Managers (Now)5. GM Memo to Employees (Now)6. Bi-Weekly Updates from GM to Employees7. Milestone Updates from CEO/Division Heads to

respective constituencies.8. Go Live Celebration for HR from Head of HR9. Go Live Announcements from CEO/Division Heads

KEYS TO SUCCESS Aligned “Change” Messages – CEO/SHRO/GMs

Regulatory Compliance? Market Competitiveness?

Assess Change Readiness – Focus Training/Communication efforts

Daily Punch List – Hold People Accountable Weekly SME/Owner Issue Log Analysis User Documentation Train, Communicate, Re-Train and Communicate

again Set Metrics for Success and Measure performance