You are the VP of Human Resources at a large manufacturing company that is undergoing a significant organizational change

You are the VP of Human Resources at a large manufacturing company that is undergoing a significant organizational change. The company has decided to implement new technology systems and processes aimed at increasing efficiency and productivity across all departments. However, the success of this change heavily relies on the readiness and acceptance of employees to adapt to these new ways of working.

As part of the change management initiative, your CEO has tasked you and your HR team with creating a comprehensive communication management plan specifically focused on assessing the mid-level managers’ readiness for change. The goal is to gauge the current mindset and preparedness of managers of all departments, identify potential challenges or resistance, and develop targeted communication strategies to address any concerns and facilitate a smooth transition.

Instructions

As VP of HR, prepare a written communication management plan that has the following key components (making sure to support your plan with research from credible sources):

· Stakeholder Analysis: Identifies all stakeholders affected by the change, including employees at different levels, managers, and relevant departments while understanding their roles, concerns, and influence within the organization.

· Readiness Assessment: Developed an assessment tool to evaluate employees’ readiness for change. (This could include an assessment related to awareness of the upcoming changes, understanding of the reasons behind the change, perceived impact on the managers roles and responsibilities, and overall attitudes towards the change(s)).

· Communication Channels: Determined the most effective communication channels and frequency of communication to the mid-level managers.

· Message Development: Crafted clear and concise message tailored to the mid-level managers focused on the benefits of the change, support available to employees, and addresses the key concerns and questions that managers may have regarding the change. The development of message was mindful of the recipient’s role in the organization.

· Feedback Mechanisms: Established mechanisms for gathering feedback from the managers throughout the change process based on the communication channels you have chosen.

· Detailed how a feedback loop will be implemented to ensure communications are being received and understood and enable manager buy-in to the change initiative.

· Training and Support: Identified training needs and provided resources and support to help managers acquire the skills and knowledge required to adapt to the changes.

· Timeline and Milestones: Developed a timeline for implementing the communication plan, including key milestones and checkpoints for assessing progress and making adjustments as needed.

· Applies professional language supported with evidence (in-text citations and references in APA style) and free of errors. Provides attribution for credible sources used in the communication management plan.

Resources

Library Databases

· A – Z Database List

Guides & FAQs

· Credible Sources FAQ

· APA Guide

· Rasmussen’s Answers/FAQs

2 Questions

Bottom of Form

1) After attending the live classroom, which big questions about this competency remain for you?

2)

How do you think this competency may connect to others in this course?

Bottom of Form

Please Avoid plagiarism Very important parts Please

· You should not be copying and pasting anything in scholarly writing unless there are specific situations as mentioned in the APA guide in the library and mentioned above.

· If you do copy and paste information, it MUST be in quotes.

· Citation Must be current no later than 5 yrs {2019-2024}

· Must be accurate sources

· Do not falsified the use of sources

· Need a Turnitin report

· Use DOI link or URL Link for the credible sources, that include book as well

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